Employees Working a Forty-Hour Workweek. When an employee’s regular schedule changes from a shift workweek (a 24 hour on duty day followed by 48 hours off) to a 40- hour workweek, said employee’s sick leave hours shall be converted by multiplying all accrued, unused sick leave hours by conversion rate #1. Conversion rate #1 shall be calculated by dividing 2,080 by the total annual hours worked by employees on shift (a 24 hour on duty day followed by 48 hours off). For example, if the total annual hours worked by employees on shift (a 24 hour duty day followed by 48 hours off) was 2,756 hours, then conversion rate #1 would be 0.7547. When an employee’s regular schedule changes from a 40-hour workweek to a shift workweek (a 24 hour on duty day followed by 48 hours off), said employee’s sick leave hours shall be converted by multiplying all accrued, unused sick leave hours by conversion rate #2. Conversion rate #2 shall be calculated by dividing the total annual hours worked by employees on shift (a 24 hour on duty day followed by 48 hours off) by 2,080. For example, if the total annual hours worked by employees on shift (a 24 hour duty day followed by 48 hours off) was 2,756 hours, then conversion rate #2 would be 1.3250. An employee regularly assigned to work a 40-hour workweek shall be entitled to accrue twelve (12) days of sick leave per year, accrued on the basis of 3.693 hours per payroll period.
Employees Working a Forty-Hour Workweek. When an employee is regularly assigned to work a 40-hour workweek, said employee shall be entitled to holiday leave with pay for not more than eight (8) hours for each of the holidays specified in Article XXIX, Paragraph A. When said employee changes from a 40-hour workweek to a shift workweek (a 24 hour on duty day followed by 48 hours off), said employee shall not be entitled to compensatory holiday time for holidays that the employee has already received holiday pay.
