Expanded Voluntary Overtime Lists Sample Clauses

Expanded Voluntary Overtime Lists. If 75% of the employees in a home want an expanded overtime list there will be a list developed. Each home that has three (3) or more mandatory overtimes in a six (6) month period (January-June and July– December) shall have an expanded list of volunteers unless 100% of the employees in the home agree to no expanded overtime list in December and June. Each home will maintain its own expanded list of trained volunteers from other homes. The list will be used after prescheduled overtime has been assigned prior to making mandatory overtime assignments. Extended overtime lists established in this section are subject to renewal two (2) times per year in December and June. When the list is established names will be put in seniority order. Names may be added outside of the two (2) renewal periods if the employee has recently transferred out of the home between training periods and has current training. Employees on the expanded overtime list shall be scheduled for mandatory training for the home. If they are unable to attend the training their names will be removed from that expanded overtime list for that home. If an employee refuses two (2) expanded overtime opportunities for a home in six
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Expanded Voluntary Overtime Lists. If 75% of the employees in a home want an expanded overtime list there will be a list developed. Each home that has three (3) or more mandatory overtimes in a six (6) month period (January-June and July–December) shall have an expanded list of volunteers unless 100% of the employees in the home agree to no expanded overtime list in December and June. Each home will maintain its own expanded list of trained volunteers from other homes. The list will be used after prescheduled overtime has been assigned prior to making mandatory overtime assignments. Extended overtime lists established in this section are subject to renewal two (2) times per year in December and June. When the list is established names will be put in seniority order. Names may be added outside of the two (2) renewal periods if the employee has recently transferred out of the home between training periods and has current training. Employees on the expanded overtime list shall be scheduled for mandatory training for the home. If they are unable to attend the training their names will be removed from that expanded overtime list for that home. If an employee refuses two (2) expanded overtime opportunities for a home in six (6) months they will be removed from that list for the current six (6) month period. Management may look at extenuating circumstances. If an employee from the expanded list accepts an overtime assignment, they must be able to arrive at the overtime worksite within one (1) hour. His/her name will go to the bottom of that list; however, the assignment will not affect his/her own in-home rotation lists. If the employee is on duty immediately before or after the overtime assignment, reasonable travel time shall be paid to that employee at the appropriate rate. Travel time is paid only when going between two (2) houses. Should the employee not work the accepted overtime assignment, his/her name will be placed on the bottom of all voluntary lists for a thirty (30)-day period of time unless management agrees extenuating circumstances are found to exist. When staff are working overtime at other work sites immediately before or after their regular shifts, reasonable travel time (not to exceed one (1) hour) between the shifts will be paid. Travel time to/from work before/after the double shifts is not paid. Every effort should be made to relieve staff working overtime before their regular shift so they can report to their home in as timely a way as possible. If an employee is going to b...
Sample 1
Expanded Voluntary Overtime Lists. A. Each home will maintain its own expanded list of qualified volunteers from other homes. The list will be used after prescheduled overtime has been assigned prior to making mandatory overtime assignments. If an employee from the expanded list is offered an overtime assignment, his/hr name will go to the bottom of that list; however, the assignment will not effect his/her own in-home rotation lists. If the employee is on duty, reasonable travel time shall be paid to that employee at the appropriate rate. Travel time is paid only when going between two houses. Should the employee not work the accepted overtime assignment, his/her name will be removed from those lists for a thirty (30) day period of time and once returned, moved to the bottom of the lists for that home unless management agrees extenuating circumstances are found to exist.
Sample 1

Related to Expanded Voluntary Overtime Lists

  • Assignment of Overtime Work 39.8 Subject to operational requirements, the Council shall make every reasonable effort:

  • Commencement of Grid Rate 5.2.1 Number of days to go on grid: A substitute teacher employed for more than four (4) consecutive school days as a replacement for a specific teacher shall be placed on the basic salary schedule on the fifth (5th) consecutive school day according to the substitute teacher's qualifications and experience.

  • Planned Overtime In making planned overtime assignments the Employer shall first assign overtime on an equal opportunity basis according to each section’s procedure (Schedule E), as agreed to by the parties. Such overtime shall be assigned to employees who are actively on the payroll and who have indicated their willingness to accept overtime assignments according to section procedures and who are:

  • EQUALIZATION OF OVERTIME HOURS 211 Overtime hours shall be divided as equally as practicable among employees in the same classification in their district. An up-to-date list showing overtime hours and unit seniority date will be posted in a prominent place in each district before the 15th of each month. -212 Whenever overtime is required, the person with the least number of overtime hours in that classification within the district will, except in necessary emergencies, be called first and so on down the list in an attempt to equalize the overtime hours. After exhausting this procedure and the need still exists, the Employer may require the least senior available, qualified employee to work. The Union reserves the right to grieve what is an emergency. Employees in other classifications may be called if there is a shortage of employees in the classification needed. In such cases they would be called on the basis of least hours of overtime in their classification provided they are capable of doing the work. When employees are notified by telephone, they will be called in order of lowest hours first. -213 For the purpose of this clause, time not worked because the employee was unavailable, or did not choose to work, will be charged the average number of overtime hours of the employees working during that overtime period (2 hour minimum). -214 On July 1 each year, the amount of overtime hours credited to each employee will be reduced equal to the amount of overtime hours credited to the employee at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 An employee who has changed classifications will be charged with the highest number of overtime hours that exist in the new classification on the day he/she was reclassified. -216 When an employee terminates his/her term as Chief Xxxxxxx, President, Xxxxxxx, or Alternate Xxxxxxx, his/her overtime hours shall be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. ARTICLE 44 - LONGEVITY PAY -217 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of each year and ending September 30. For longevity payment purposes only, a year of continuous full-time service is defined as any longevity year in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 Longevity pay shall be computed as a percentage of the employee's regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's years of continuous service. -221 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's years of continuous service. -222 Payments to employees who are eligible each October 1 will be paid on December

  • WORK WEEK AND OVERTIME Section 1. The normal work week will consist of forty (40) hours. Department management will establish the work week and hours of work best suited to meet the needs of the Department and provide superior service to the community. Nothing in this Agreement shall be construed as a guarantee or limitation of the number of hours to be worked per week.

  • HOLIDAY COMPENSATION FOR TIME WORKED 259. Employees required by their respective appointing officers to work on any of the above designated or observed holidays, excepting Fridays observed as holidays in lieu of holidays falling on Saturday, shall be paid extra compensation of one additional day's pay at time- and-one-half the usual rate (i.e. 12 hours pay for 8 hours worked) or a proportionate amount for less than 8 hours worked. At the employee's request and with the approval of the appointing officer, an employee may be granted compensatory time off in lieu of paid overtime pursuant to the provisions herein. 260. Executive, administrative and professional employees designated in the Annual Salary Ordinance with the "Z" symbol shall not receive extra compensation for holiday work but may be granted time off equivalent to the time worked at the rate of one-and-one-half times for work on the holiday.

  • Overtime Meal Allowance ‌ An employee who works two and one-half hours of overtime immediately before or following his/her scheduled hours of work shall receive a meal allowance of seven dollars. One-half hour with pay shall be allowed the employee in order that he/she may take a meal break either at or adjacent to his/her place of work.

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