Required to Work. When an employee is required to work on a declared COUNTY holiday, he/she shall be compensated for the eight (8) hours holiday in addition to one and one-half times (1 1/2) for the actual hours worked. The department may, in lieu of the pay for the holiday, provide equivalent time off within the succeeding sixty (60) day period.
Required to Work. Based upon the needs of each closure, the County will determine which bargaining unit members are required to work. Bargaining unit members who are required to work when the County closes offices and facilities due to an Emergency Order, shall be compensated at their regular rate of pay for all hours worked during the closure of County offices and facilities. In addition, bargaining unit members shall receive straight compensatory time for their normal shift for all hours worked during the closure of County offices and facilities. Compensatory time is an accrual award and does not count towards the overtime calculation within that week. Bargaining unit members will only receive any of the above benefits for normally scheduled shifts, if applicable, and shall not apply to any overtime hours worked. Overtime will be calculated based upon the provisions in the collective bargaining agreement. Any essential employee who is required to work their regular shift but does not report to work during the closure of County offices and facilities shall be required to use benefit time to cover the time off during the closure, and the employee shall not receive the compensation benefits of this provision.
Required to Work. If the voluntary or alternative methods do not provide the needed number and type of employees for work on the designated holiday, employees may be ordered to work, and such orders will be conveyed as far in advance as possible. Emergency Situations - If an agreed holiday schedule must be altered within the two weeks preceding the holiday, due to unforeseen illness, injury or other circumstances beyond the City’s control, volunteers will again be solicited and other alternatives will be considered. In the absence of qualified employees or alternatives, employees may be required to work. If an employee is contacted and required to work on short notice (i.e., less than 24 hours preceding the holiday, or during the holiday), the provisions for emergency call-back shall apply in addition to pay for the holiday. Unused Holiday leave time will be banked for future use. Therefore, full-time Employees working on a designated holiday (other than an emergency call back) will bank unused holiday hours as provided above to be taken at a later date of the employee’s choosing, subject to Department approval, or to be paid off in March. Employees working on a holiday, where the hours actually worked in that week exceed forty (40) hours, shall be paid overtime for the hours in excess of forty (40) hours. Time off using Banked hours under this section shall be scheduled in the same manner as vacation or other prescheduled leave time. Certain Police Department employees assigned to work on Memorial Day Holiday shall be allowed to bank and carry over into the following fiscal year a maximum of 9 hours in recognition that they may not be able to schedule time off prior to the end of the current fiscal year. The following classifications are subject to this provision: Police Records Clerk, Police Records Technician, and Senior Police Records Technician. DONATION OF LEAVE TIME Employees may donate, on an hour-for-hour basis, vacation, holiday leave time, and/or compensatory leave time, to City employees who have exhausted all available accrued leave time due to a major medical condition. All donations of paid leave time must be approved by the Human Resources Manager.
Required to Work. In the event an employee is required to work when administrative offices have been closed due to inclement weather or an emergency, or prior to the delayed opening time due to inclement weather or an emergency, or after the early closing time due to inclement weather or an emergency, the employee will be paid at one and one-half times the employee’s regular rate of pay for hours actually worked. To be eligible for this premium pay, the employee may not self-select to work but must be required to work by the appropriate supervisor. For example, an employee with a seven and one-half (7½) hour workday who is required to report to work at the regular starting time when administrative offices are on a two-hour delay will be paid two (2) hours at one and one-half times the regular rate of pay and the remaining five and one half (5½) hours will be paid at the regular rate of pay. In the sole discretion of the Head of Human Resources or designee, premium pay at the rate of time and a half may be paid to an employee who is required to work during inclement weather outside of the operational hours of administrative offices. Such decision shall not be subject to the grievance procedure. The parties agree to meet to discuss issues relative to inclement weather.
