Common use of EFFECTIVE DATE OF PROMOTION Clause in Contracts

EFFECTIVE DATE OF PROMOTION. Whenever an employee is promoted, the effective date of the promotion shall always be the first Sunday of the following pay period. Sec. 521 HOURLY RATE OF PAY ON TEMPORARY PROMOTION: An employee assigned to a higher classification to fill a vacancy caused by sick leave or other approved leave of absence, or any other reasons stipulated by these articles, and who serves in said higher classification for 15 consecutive workdays, shall thereafter be paid according to the hourly rate of pay range of the job code to which the employee has been temporarily promoted. Upon temporary promotion, an employee will receive either the minimum of the new pay range or a five percent increase over the employee’s present hourly rate of pay, whichever is greater. In no case shall such hourly rate of pay adjustment place the employee beyond the pay range of the position to which the employee has been temporarily promoted. An employee so temporarily promoted shall receive this hourly rate of pay as long as the employee continues to serve in said higher classification and shall be entitled to receive increases within the range for the position as provided in these articles as though the employee had been appointed on the day the employee began to receive the hourly rate of pay designated for the position. The 15-day waiting period shall apply each time an employee is assigned to a higher classification in this manner. Sec. 522 HUMAN RESOURCES/PAYROLL SYSTEM: VCDSA agrees to allow the County of Ventura to make the necessary mathematical conversions from days, pay periods, bi-week, anniversary dates, months and years to the exact equivalent for the required hours in the Ventura County Human Resources Payroll (VCHRP) system without changing the intent or effect of the existing language of the Agreement. Only hours of work for which there is no entitlement to premium overtime compensation shall be considered required hours. For example, with respect to an employee working seven (7) 12-hour work shifts in a biweekly pay period (84 hours), as defined in Sections 1002 C & D, the four (4) hours above 80 hours shall not be counted because they are compensated at the premium rate. Therefore, a six (6) month period for those and all other represented employees consists of 1,040 hours comprised of thirteen (13) 80-hour biweekly pay periods.

EFFECTIVE DATE OF PROMOTION. Whenever an employee a person is promoted, the effective date of the his/her promotion shall always be the first (1st) Sunday of the following pay period. Sec. 521 522 HOURLY RATE OF PAY PAY/SALARY ON TEMPORARY PROMOTION: An employee assigned to a higher classification to fill a vacancy caused by sick leave or other approved leave of absence, or any other reasons stipulated by these articles, and who serves in said higher classification for 15 40 consecutive workdayshours, shall thereafter be paid according to the hourly rate of pay pay/salary range of the job code class to which the employee he/she has been temporarily promoted. Upon temporary promotion, an employee will receive either the minimum of the new pay pay/salary range or a five percent (5%) increase over the employee’s present his/her hourly rate of pay/salary prior to the temporary promotion, whichever is greater. In no case shall such hourly rate of pay pay/salary adjustment place the employee beyond the pay pay/salary range of the position to which the employee he/she has been temporarily promoted. An employee so temporarily promoted shall receive this hourly rate of pay pay/salary as long as the employee he/she continues to serve in said higher classification and shall be entitled to receive increases within the range for the position as provided in these articles as though the employee he/she had been appointed on the day the employee he/she began to receive the hourly rate of pay pay/salary designated for the position. The 1540-day hour waiting period shall apply each time an employee is assigned to a higher classification in this manner, unless re-assigned to the same higher classification within 1,040 hours from the last day of the most recent temporary promotion. Time worked in a higher-level classification by virtue of this provision shall not count towards attainment of permanent (non-probationary) status in the class to which an employee has been temporarily promoted. Sec. 522 HUMAN RESOURCES/PAYROLL SYSTEM: VCDSA agrees to allow 523 TEMPORARY ASSIGNMENT PREMIUM (TAP): If the County has knowledge of Ventura the need to fill a temporary vacancy more than 4 days and less than twenty-three (23) working days, they may make such temporary assignment available to needed eligible classes within this unit. The department manager has the flexibility to make temporary assignments to higher-level work if needs of the necessary mathematical conversions from daysCounty warrant it. Anyone so assigned is entitled to receive a five percent (5%) Temporary Assignment Premium (TAP) after the third regular, pay periods, bi-week, anniversary dates, months and years consecutive shift of said assignment. Such assignment is subject to the exact equivalent for the required hours in the Ventura County Human Resources Payroll (VCHRP) system without changing the intent or effect of the existing language of the Agreement. Only hours of work for which there is no entitlement to premium overtime compensation shall be considered required hours. For example, with respect to an employee working seven (7) 12-hour work shifts in a biweekly pay period (84 hours), as defined in Sections 1002 C & D, the four (4) hours above 80 hours shall not be counted because they are compensated at the premium rate. Therefore, a six (6) month period for those and all other represented employees consists of 1,040 hours comprised of thirteen (13) 80-hour biweekly pay periods.following criteria:

EFFECTIVE DATE OF PROMOTION. Whenever an employee a person is promoted, the effective date of the his/her promotion shall always be the first (1st) Sunday of the following pay period. Sec. 521 522 HOURLY RATE OF PAY PAY/SALARY ON TEMPORARY PROMOTION: An employee assigned to a higher classification to fill a vacancy caused by sick leave or other approved leave of absence, or any other reasons stipulated by these articles, and who serves in said higher classification for 15 40 consecutive workdayshours, shall thereafter be paid according to the hourly rate of pay pay/salary range of the job code class to which the employee he/she has been temporarily promoted. Upon temporary promotion, an employee will receive either the minimum of the new pay pay/salary range or a five percent increase over the employee’s his/her present hourly rate of pay/salary, whichever is greater. In no case shall such hourly rate of pay pay/salary adjustment place the employee beyond the pay pay/salary range of the position to which the employee he/she has been temporarily promoted. An employee so temporarily promoted shall receive this hourly rate of pay pay/salary as long as the employee he/she continues to serve in said higher classification and shall be entitled to receive increases within the range for the position as provided in these articles as though the employee he/she had been appointed on the day the employee he/she began to receive the hourly rate of pay pay/salary designated for the position. The 1540-day hour waiting period shall apply each time an employee is assigned to a higher classification in this manner. This provision excludes those classifications whose specific duties and responsibilities require supervision in the absence of an immediate supervisor. Sec. 522 HUMAN RESOURCES523 ADVANCED HOURLY RATE OF PAY/PAYROLL SYSTEM: VCDSA agrees to allow SALARY PLACEMENT (NEW HIRES): Upon recommendation of the appointing authority and the Director- Human Resources, the County of Ventura to make Executive Officer may approve hiring a new employee beyond the necessary mathematical conversions from days, pay periods, bi-week, anniversary dates, months and years to the exact equivalent for the required hours in the Ventura County Human Resources Payroll (VCHRP) system without changing the intent or effect midpoint of the existing language of the Agreement. Only hours of work for which there is no entitlement to premium overtime compensation shall be considered required hours. For example, with respect to an employee working seven (7) 12-hour work shifts in a biweekly pay period (84 hours), as defined in Sections 1002 C & D, the four (4) hours above 80 hours shall not be counted because they are compensated at the premium rate. Therefore, a six (6) month period for those and all other represented employees consists of 1,040 hours comprised of thirteen (13) 80-hour biweekly pay periods.pay/salary range provided that:

EFFECTIVE DATE OF PROMOTION. Whenever an employee a person is promoted, the effective date of the his/her promotion shall always be the first (1st) Sunday of the following pay period. Sec. 521 522 HOURLY RATE OF PAY PAY/SALARY ON TEMPORARY PROMOTION: An employee assigned to a higher classification to fill a vacancy caused by sick leave or other approved leave of absence, or any other reasons stipulated by these articles, and who serves in said higher classification for 15 40 consecutive workdayshours, shall thereafter be paid according to the hourly rate of pay pay/salary range of the job code class to which the employee he/she has been temporarily promoted. Upon temporary promotion, an employee will receive either the minimum of the new pay pay/salary range or a five percent increase over the employee’s his/her present hourly rate of pay/salary, whichever is greater. In no case shall such hourly rate of pay pay/salary adjustment place the employee beyond the pay pay/salary range of the position to which the employee he/she has been temporarily promoted. An employee so temporarily promoted shall receive this hourly rate of pay pay/salary as long as the employee he/she continues to serve in said higher classification and shall be entitled to receive increases within the range for the position as provided in these articles as though the employee he/she had been appointed on the day the employee he/she began to receive the hourly rate of pay pay/salary designated for the position. The 1540-day hour waiting period shall apply each time an employee is assigned to a higher classification in this manner. This provision excludes those classifications whose specific duties and responsibilities require supervision in the absence of an immediate supervisor. Sec. 522 HUMAN RESOURCES523 BASE HOURLY RATE OF PAY/PAYROLL SYSTEMSALARY – VCMC 12 HOUR SHIFT - METHOD OF COMPUTATION: VCDSA agrees Employees in Nursing Care Coordinator classifications who are assigned to allow the County of Ventura to make the necessary mathematical conversions from days, pay periods, bi-week, anniversary dates, months and years to the exact equivalent for the required hours in the Ventura County Human Resources Payroll Medical Center and are regularly assigned to twelve hour shifts shall have their base hourly rate of pay/salary rate computed as follows: 12 Hour Rate = 8 hour base hourly rate of pay/salary Rate times 41 divided by 36. In order to be eligible for the twelve (VCHRP12) system without changing the intent or effect of the existing language of the Agreement. Only hours of work for which there is no entitlement to premium overtime compensation shall be considered required hours. For examplehour rate, with respect to an employee working seven must work a minimum of four (74) twelve (12-) hour work shifts in a biweekly pay period period. Sec. 524 ADVANCED HOURLY RATE OF PAY/SALARY PLACEMENT (84 hours), as defined in Sections 1002 C & DNEW HIRES): Upon recommendation of the appointing authority and the Director-Human Resources, the four (4) hours above 80 hours shall not be counted because they are compensated at County Executive Officer may approve hiring a new employee beyond the premium rate. Therefore, a six (6) month period for those and all other represented employees consists midpoint of 1,040 hours comprised of thirteen (13) 80-hour biweekly pay periods.the pay/salary range provided that:

EFFECTIVE DATE OF PROMOTION. Whenever an employee a person is promoted, the effective date of the his/her promotion shall always be the first (1st) Sunday of the following pay period. Sec. 521 522 HOURLY RATE OF PAY PAY/SALARY ON TEMPORARY PROMOTION: An employee assigned to a higher classification to fill a vacancy caused by sick leave or other approved leave of absence, or any other reasons stipulated by these articles, and who serves in said higher classification for 15 40 consecutive workdayshours, shall thereafter be paid according to the hourly rate of pay pay/salary range of the job code class to which the employee he/she has been temporarily promoted. Upon temporary promotion, an employee will receive either the minimum of the new pay pay/salary range or a five percent (5%) increase over the employee’s present his/her hourly rate of pay/salary prior to the temporary promotion, whichever is greater. In no case shall such hourly rate of pay pay/salary adjustment place the employee beyond the pay pay/salary range of the position to which the employee he/she has been temporarily promoted. An employee so temporarily promoted shall receive this hourly rate of pay pay/salary as long as the employee he/she continues to serve in said higher classification and shall be entitled to receive increases within the range for the position as provided in these articles as though the employee he/she had been appointed on the day the employee he/she began to receive the hourly rate of pay pay/salary designated for the position. The 1540-day hour waiting period shall apply each time an employee is assigned to a higher classification in this manner. This provision excludes those classifications whose specific duties and responsibilities require supervision in the absence of an immediate supervisor. Time worked in a higher-level classification by virtue of this provision shall not count towards attainment of permanent (non- probationary) status in the class to which an employee has been temporarily promoted. Sec. 522 HUMAN RESOURCES/PAYROLL SYSTEM: VCDSA agrees to allow 523 TEMPORARY ASSIGNMENT PREMIUM (TAP): If the County has knowledge of Ventura the need to fill a temporary vacancy more than 4 days and less than twenty three (23) working days, they may make such temporary assignment available to needed eligible classes within this unit. The department manager has the flexibility to make temporary assignments to higher-level work if needs of the necessary mathematical conversions from daysCounty warrant it. Anyone so assigned is entitled to receive a five percent (5%) Temporary Assignment Premium (TAP) after the third regular, pay periods, bi-week, anniversary dates, months and years consecutive shift of said assignment. Such assignment is subject to the exact equivalent for the required hours in the Ventura County Human Resources Payroll (VCHRP) system without changing the intent or effect of the existing language of the Agreement. Only hours of work for which there is no entitlement to premium overtime compensation shall be considered required hours. For example, with respect to an employee working seven (7) 12-hour work shifts in a biweekly pay period (84 hours), as defined in Sections 1002 C & D, the four (4) hours above 80 hours shall not be counted because they are compensated at the premium rate. Therefore, a six (6) month period for those and all other represented employees consists of 1,040 hours comprised of thirteen (13) 80-hour biweekly pay periods.following criteria:

EFFECTIVE DATE OF PROMOTION. Whenever an employee a person is promoted, the effective date of the his/her promotion shall always be the first (1st) Sunday of the following pay period. Sec. 521 522 HOURLY RATE OF PAY PAY/SALARY ON TEMPORARY PROMOTION: An employee assigned to a higher classification to fill a vacancy caused by sick leave or other approved leave of absence, or any other reasons stipulated by these articles, and who serves in said higher classification for 15 40 consecutive workdayshours, shall thereafter be paid according to the hourly rate of pay pay/salary range of the job code class to which the employee he/she has been temporarily promoted. Upon temporary promotion, an employee will receive either the minimum of the new pay pay/salary range or a five percent increase over the employee’s his/her present hourly rate of pay/salary, whichever is greater. In no case shall such hourly rate of pay pay/salary adjustment place the employee beyond the pay pay/salary range of the position to which the employee he/she has been temporarily promoted. An employee so temporarily promoted shall receive this hourly rate of pay pay/salary as long as the employee he/she continues to serve in said higher classification and shall be entitled to receive increases within the range for the position as provided in these articles as though the employee he/she had been appointed on the day the employee he/she began to receive the hourly rate of pay pay/salary designated for the position. The 1540-day hour waiting period shall apply each time an employee is assigned to a higher classification in this manner. This provision excludes those classifications whose specific duties and responsibilities require supervision in the absence of an immediate supervisor. Sec. 522 HUMAN RESOURCES523 ADVANCED HOURLY RATE OF PAY/PAYROLL SYSTEMSALARY PLACEMENT (NEW HIRES: VCDSA agrees to allow Upon recommendation of the appointing authority and the Director- Human Resources, the County of Ventura to make Executive Officer may approve hiring a new employee beyond the necessary mathematical conversions from days, pay periods, bi-week, anniversary dates, months and years to the exact equivalent for the required hours in the Ventura County Human Resources Payroll (VCHRP) system without changing the intent or effect midpoint of the existing language of the Agreement. Only hours of work for which there is no entitlement to premium overtime compensation shall be considered required hours. For example, with respect to an employee working seven (7) 12-hour work shifts in a biweekly pay period (84 hours), as defined in Sections 1002 C & D, the four (4) hours above 80 hours shall not be counted because they are compensated at the premium rate. Therefore, a six (6) month period for those and all other represented employees consists of 1,040 hours comprised of thirteen (13) 80-hour biweekly pay periods.pay/salary range provided that:

EFFECTIVE DATE OF PROMOTION. Whenever an employee a person is promoted, the effective date of the his/her promotion shall always be the first (1st) Sunday of the following pay period. Sec. 521 522 HOURLY RATE OF PAY PAY/SALARY ON TEMPORARY PROMOTION: An employee assigned to a higher classification to fill a vacancy caused by sick leave or other approved leave of absence, or any other reasons stipulated by these articles, and who serves in said higher classification for 15 40 consecutive workdayshours, shall thereafter be paid according to the hourly rate of pay pay/salary range of the job code class to which the employee he/she has been temporarily promoted. Upon temporary promotion, an employee will receive either the minimum of the new pay pay/salary range or a five percent increase over the employee’s his/her present hourly rate of pay/salary, whichever is greater. In no case shall such hourly rate of pay pay/salary adjustment place the employee beyond the pay pay/salary range of the position to which the employee he/she has been temporarily promoted. An employee so temporarily promoted shall receive this hourly rate of pay pay/salary as long as the employee he/she continues to serve in said higher classification and shall be entitled to receive increases within the range for the position as provided in these articles as though the employee he/she had been appointed on the day the employee he/she began to receive the hourly rate of pay pay/salary designated for the position. The 1540-day hour waiting period shall apply each time an employee is assigned to a higher classification in this manner. This provision excludes those classifications whose specific duties and responsibilities require supervision in the absence of an immediate supervisor. Sec. 522 HUMAN RESOURCES523 ADVANCED HOURLY RATE OF PAY/PAYROLL SYSTEM: VCDSA agrees to allow SALARY PLACEMENT (NEW‌ HIRES): Upon recommendation of the appointing authority and the Director- Human Resources, the County of Ventura to make Executive Officer may approve hiring a new employee beyond the necessary mathematical conversions from days, pay periods, bi-week, anniversary dates, months and years to the exact equivalent for the required hours in the Ventura County Human Resources Payroll (VCHRP) system without changing the intent or effect midpoint of the existing language of the Agreement. Only hours of work for which there is no entitlement to premium overtime compensation shall be considered required hours. For example, with respect to an employee working seven (7) 12-hour work shifts in a biweekly pay period (84 hours), as defined in Sections 1002 C & D, the four (4) hours above 80 hours shall not be counted because they are compensated at the premium rate. Therefore, a six (6) month period for those and all other represented employees consists of 1,040 hours comprised of thirteen (13) 80-hour biweekly pay periods.pay/salary range provided that:

EFFECTIVE DATE OF PROMOTION. Whenever an employee a person is promoted, the effective date of the his/her promotion shall always be the t he first (1st) Sunday of the following pay period. Sec. 521 523 HOURLY RATE OF PAY PAY/SALARY ON TEMPORARY PROMOTION: An employee assigned to a higher hi gher classification to fill a vacancy caused by sick leave or other approved leave of absence, or any other reasons stipulated by these articles, and who serves in said higher classification for 15 40 consecutive workdayshours, shall thereafter be paid according to the hourly rate of pay pay/salary range of the job code class to which the employee he/she has been temporarily promoted. Upon temporary promotion, an employee will receive either the minimum of the new pay pay/salary range or a five percent (5%) increase over the employee’s present his/her hourly rate of pay/salary prior to the temporary promotion, whichever is greater. In no case c ase shall such hourly rate of pay pay/salary adjustment place the employee beyond the pay pay/salary range of the position to which the employee he/she has been temporarily promoted. An employee so temporarily promoted shall receive this hourly rate of pay pay/salary as long as the employee he/she continues to serve in said higher classification and shall be entitled to receive increases within the range for the position as provided in these articles as though the employee he/she had been appointed on the day the employee he/she began to receive the hourly rate of pay pay/salary designated for the position. The 1540-day hour waiting period shall apply each time an employee is assigned to a higher classification in this manner. This provision excludes those classifications whose specific duties and responsibilities require supervision in the absence of an immediate supervisor. Time worked in a higher-level classification by virtue of this provision shall not count towards attainment of permanent (non- probationary) status in the class to which an e mployee has been temporarily promoted. Sec. 522 HUMAN RESOURCES/PAYROLL SYSTEM: VCDSA agrees to allow 524 TEMPORARY ASSIGNMENT PREMIUM (TAP): I f the County has knowledge of Ventura the need to fill a temporary vacancy more than 4 days and less than twenty three (23) working days, they may make such temporary assignment available to needed eligible classes within this unit. The department manager has the flexibility to make temporary assignments to higher-level work if needs of the necessary mathematical conversions from daysCounty warrant it. Anyone so assigned is entitled to receive a five percent (5%) Temporary Assignment Premium (TAP) after the third regular, pay periods, bi-week, anniversary dates, months and years consecutive shift of said assignment. Such assignment is subject to the exact equivalent for the required hours in the Ventura County Human Resources Payroll (VCHRP) system without changing the intent or effect of the existing language of the Agreement. Only hours of work for which there is no entitlement to premium overtime compensation shall be considered required hours. For example, with respect to an employee working seven (7) 12-hour work shifts in a biweekly pay period (84 hours), as defined in Sections 1002 C & D, the four (4) hours above 80 hours shall not be counted because they are compensated at the premium rate. Therefore, a six (6) month period for those and all other represented employees consists of 1,040 hours comprised of thirteen (13) 80-hour biweekly pay periods.following criteria:

EFFECTIVE DATE OF PROMOTION. Whenever an employee a person is promoted, the effective date of the his/her promotion shall always be the first (1st) Sunday of the following pay period. Sec. 521 523 HOURLY RATE OF PAY PAY/SALARY ON TEMPORARY PROMOTION: An employee assigned to a higher classification to fill a vacancy caused by sick leave or other approved leave of absence, or any other reasons stipulated by these articles, and who serves in said higher classification for 15 40 consecutive workdayshours, shall thereafter be paid according to the hourly rate of pay pay/salary range of the job code class to which the employee he/she has been temporarily promoted. Upon temporary promotion, an employee will receive either the minimum of the new pay pay/salary range or a five percent (5%) increase over the employee’s present his/her hourly rate of pay/salary prior to the temporary promotion, whichever is greater. In no case shall such hourly rate of pay pay/salary adjustment place the employee beyond the pay pay/salary range of the position to which the employee he/she has been temporarily promoted. An employee so temporarily promoted shall receive this hourly rate of pay pay/salary as long as the employee he/she continues to serve in said higher classification and shall be entitled to receive increases within the range for the position as provided in these articles as though the employee he/she had been appointed on the day the employee he/she began to receive the hourly rate of pay pay/salary designated for the position. The 1540-day hour waiting period shall apply each time an employee is assigned to a higher classification in this manner. This provision excludes those classifications whose specific duties and responsibilities require supervision in the absence of an immediate supervisor. Time worked in a higher-level classification by virtue of this provision shall not count towards attainment of permanent (non- probationary) status in the class to which an employee has been temporarily promoted. Sec. 522 HUMAN RESOURCES/PAYROLL SYSTEM: VCDSA agrees to allow 524 TEMPORARY ASSIGNMENT PREMIUM (TAP): If the County has knowledge of Ventura the need to fill a temporary vacancy more than 4 days and less than twenty three (23) working days, they may make such temporary assignment available to needed eligible classes within this unit. The department manager has the flexibility to make temporary assignments to higher-level work if needs of the necessary mathematical conversions from daysCounty warrant it. Anyone so assigned is entitled to receive a five percent (5%) Temporary Assignment Premium (TAP) after the third regular, pay periods, bi-week, anniversary dates, months and years consecutive shift of said assignment. Such assignment is subject to the exact equivalent for the required hours in the Ventura County Human Resources Payroll (VCHRP) system without changing the intent or effect of the existing language of the Agreement. Only hours of work for which there is no entitlement to premium overtime compensation shall be considered required hours. For example, with respect to an employee working seven (7) 12-hour work shifts in a biweekly pay period (84 hours), as defined in Sections 1002 C & D, the four (4) hours above 80 hours shall not be counted because they are compensated at the premium rate. Therefore, a six (6) month period for those and all other represented employees consists of 1,040 hours comprised of thirteen (13) 80-hour biweekly pay periods.following criteria:

EFFECTIVE DATE OF PROMOTION. Whenever an employee is promoted, the effective date of the his promotion shall always be the first Sunday of the following pay period. Sec. 521 HOURLY RATE OF PAY ON TEMPORARY PROMOTION: An employee assigned to a higher classification to fill a vacancy caused by sick leave or other approved leave of absence, or any other reasons stipulated by these articles, and who serves in said higher classification for 15 consecutive workdays, shall thereafter be paid according to the hourly rate of pay range of the job code to which the employee he has been temporarily promoted. Upon temporary promotion, an employee will receive either the minimum of the new pay range or a five percent increase over the employee’s his present hourly rate of pay, whichever is greater. In no case shall such hourly rate of pay adjustment place the employee beyond the pay range of the position to which the employee he has been temporarily promoted. An employee so temporarily promoted shall receive this hourly rate of pay as long as the employee he continues to serve in said higher classification and shall be entitled to receive increases within the range for the position as provided in these articles as though the employee he had been appointed on the day the employee he began to receive the hourly rate of pay designated for the position. The 15-day waiting period shall apply each time an employee is assigned to a higher classification in this manner. Sec. 522 HUMAN RESOURCES/PAYROLL SYSTEM: VCDSA agrees to allow the County of Ventura to make the necessary mathematical conversions from days, pay periods, bi-week, anniversary dates, months and years to the exact equivalent for the required hours in the Ventura County Human Resources Payroll (VCHRP) system without changing the intent or effect of the existing language of the Memorandum of Agreement. Only hours of work for which there is no entitlement to premium overtime compensation shall be considered required hours. For example, with respect to an employee working seven (7) 12-hour work shifts in a biweekly pay period (84 hours), as defined in Sections 1002 C & D, the four (4) hours above 80 hours shall not be counted because they are compensated at the premium rate. Therefore, a six (6) month period for those and all other represented employees consists of 1,040 hours comprised of thirteen (13) 80-hour biweekly pay periods.