Common use of Exclusion of Leave from Hours Actually Worked Clause in Contracts

Exclusion of Leave from Hours Actually Worked. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision (except Section 3, “Call-Back Work”) to the contrary, any absence including, but not limited to, paid sick leave, disability leave, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation.

Exclusion of Leave from Hours Actually Worked. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision (except Section 3, “Call-Back Work”) to the contrary, any absence including, but not limited to, paid sick leave, disability leave, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for or the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation.

Exclusion of Leave from Hours Actually Worked. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision (except Section 3, “Call-Back Work”) to the contrary, any absence including, but not limited to, paid sick leave, disability leave, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for or the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation.