After Hours Standby Duty Sample Clauses

After Hours Standby Duty. Deputy District Attorneys (DDAs) assigned by the District Attorney/ DA designee to After Hours Standby Duty for either Search Warrant, Homicide/Critical Incident, or Redwood Children’s Center Multi-Disciplinary Interview Center (RCC-MDIC) duty are required to be available to respond at all times while on standby duty by county issued cellular phone in order to facilitate a prompt response. DDAs assigned to Homicide/Critical Incident or RCC-MDIC duty are expected to respond to the scene within one hour of the call being placed by the DA Investigator or District Attorney designee. Therefore DDAs must remain in an area that has cellular service while assigned to standby duty. DDAs assigned to Search Warrant duty must be available to answer all calls immediately. DDAs assigned to standby duty are required to adhere strictly to the District Attorney Department’s Zero Tolerance Policy with respect to alcohol and drug use. It is the responsibility of the assigned DDA to immediately request the District Attorney/DA designee to reassign standby duty in the event that the DDA is medically required to consume medication that may impair their ability to perform assigned duties. DDAs assigned to Search Warrant or Homicide/Critical Incident standby duty will be required to work a 5/8 (8:00 am to 5:00 pm) schedule for the duration of their standby duty assignment. Standby hours will begin at the end of the DDA scheduled work day (5:00 pm) and continue until the beginning of the next scheduled work day (8:00 am). Attorneys assigned to be on standby for Search Warrant Standby duty will receive a flat rate maximum of $2.80 per hour. Attorneys assigned to be on standby for Homicide/Critical Incident, or RCC-MDIC Standby duty will receive a flat rate maximum of $3.50 per hour. No Attorney shall receive Search Warrant and Homicide/Critical Incident pay simultaneously. No employee shall be paid for standby duty and other compensable duty (except for holiday pay) simultaneously.
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Related to After Hours Standby Duty

  • Standby Duty (a) An employee shall be on standby duty when required to be available for work outside their normal working hours, and subject to restrictions consistent with the FLSA which would prevent the employee from using the time while on standby duty effectively for the employee’s own purposes. (b) Compensation for standby duty shall be at FLSA-eligible employee’s straight time rate of pay or for FLSA-exempt employees hour for hour compensatory time off. Overtime hours shall be at the appropriate overtime pay rate pursuant to Article 32.

  • Night Duty Employees shall be paid eight percent (8%) more than the base rate for each hour worked between 5:00 p.m. and 7:00 a.m. provided that the employees’ regular shift includes at least one (1) hour between 5:00 p.m. and 7:00 a.m., except for those employees participating in an authorized flex-time program and who voluntarily work between the hours of 5:00 p.m. and 7:00 a.m. 260. Employees shall be paid ten percent (10%) more than the base rate for each hour worked between the hours of midnight (12:00 a.m.) and 7:00 a.m. provided that the employees’ regular shift includes at least five (5) hours between the hours of midnight (12:00 a.m.) and 7:00 a.m.

  • JOC - PRICING OF After Hours Coefficient What is your after hours coefficient for the RS Means Price Book for work performed after normal working hours? (FAILURE TO RESPOND PROHIBITS PART 2 JOC EVALUATION)

  • PRICING OF After Hours Coefficient What is your after hours coefficient for the RS Means Price Book for work performed after normal working hours?

  • Extra Duty A. All extra duty activities and responsibilities for which no additional compensation is paid, but which are normally considered a part of the school's program, shall be on a voluntary basis only. B. Any unit member receiving compensation for extra- duty activity shall consider time devoted to the activity as an addition to the regular duty day and shall assume his/her share of all nonteaching, non-compensated duties on an equitable basis assumed by the other faculty members within the duty day.

  • Civic Duty Whenever an employee is served with a subpoena by a court of competent jurisdiction which compels his/her presence as a witness during his/her normal working period, unless he/she is a party to the litigation or an expert witness, such employee shall be granted time off with pay in the amount of the difference between the employee's regular earnings and any amount he/she receives for such appearance. This Article is not applicable to appearances for which the employee receives compensation in excess of his/her regular earnings. A court of competent jurisdiction is defined as a court within the County in which the employee resides or if outside the county of residence, the place of appearance must be within 150 miles of the employee's residence.

  • JURY DUTY PAY All employees required to serve on jury duty shall be paid by the School District the difference between their regular pay and jury duty pay. In implementing this section, the School District shall continue to pay the employee the regular rate of pay and the employee shall be obligated upon receipt of the jury duty pay from the governmental agency to immediately remit any witness fees received to the School District less any mileage expenses. Absences under this section shall not be deducted from accumulated leave.

  • Jury Duty and Subpoena Leave Leaves of absence with pay shall be granted for jury duty. Any compensation received for jury duty performed on contracted days shall be deducted from the employee's salary. The employee shall notify the District when notification to serve on jury duty is received. Leaves of absence with pay shall be granted when an employee is subpoenaed to appear in a court of law. If any witness fees are paid, that amount shall be deducted from the employee's regular pay. Any transportation, meal, or lodging expense reimbursement shall be retained by the employee.

  • Active Duty If an individual is inducted into military service, the District will abide by state law regarding veteran’s benefits.

  • Light Duty Where the injured employee's treating physician authorized by the County recommends light-duty assignment, it will be the responsibility of the appointing authority to arrange suitable light duty. Department of Human Resources may provide staff technical assistance to find a suitable light-duty assignment, one which accommodates the particular restrictions provided by the treating physician.

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