Forced Overtime. The parties agree that forced overtime on an employee’s scheduled day of rest which is in excess of six (6) hours overtime during an employee’s work period (work period defined as an employee’s complete period of days starting with his first scheduled work day and concluding at the end of the first occurring rest days) shall be paid at double time. U.S.W., LOCAL 9346 ELKVIEW OPERATIONS Xxxxx Nand Xxxxx Xxxxx Xxxxx Xxxxxxxx Xxxxxx Xxxxxxxx Xxxxxx Xxxx Xxxx Xxxxxxxx Xxx Will Xxxx Eldaun Xxxx Xxxx Xxxx Xxxxxxxx Xxxxxxx Xxxxxxxx Xxxxxxx Xxxxx Xxxxx Xxxxxx April 2, 2011 LETTER OF UNDERSTANDING #13 BETWEEN ELKVIEW OPERATIONS (the Company) AND UNITED STEELWORKERS, LOCAL 9346 (the Union)
Forced Overtime. As provided in the classification specifications covered by this agreement, forced overtime is an essential function of the job. Supervisors will give advance notice whenever possible. Except as provided in Article 7.9, employees may be subject to discipline for failure to work forced overtime. Employees who provide coverage for their forced overtime hours will not be subject to discipline.
Forced Overtime. 1. On occasions where overtime is not filled voluntarily and an employee is ordered in to work the following apply.
Forced Overtime. In recognition of the ongoing issue of forced overtime at certain state-run corrections facilities, the parties agree to establish a Task Force composed of not more than four (4) bargaining unit employees to be appointed by the unions representing those bargaining unit employees and six (6) persons appointed by the Employer, at least four (4) of whom shall not be employees of the Department of Corrections. The Task Force shall meet quarterly or as otherwise agreed to by the parties. The purpose of the Task Force is to recommend strategies that accelerate the recruitment process. The recommendation shall be made to the Governor and the Commissioner of the Department of Corrections no later than July 1, 2016.
Forced Overtime. All employees who are forced to work overtime will be expected to work that overtime. If an employee calls out sick, they will be required to provide a physicians’ statement that releases them back to work. If no physician’s statement is provided, the time missed will result in a miss- out, unpaid leave and, if over two (2) hours, an occasion. The employee will be allowed ten (10) hours off before being required to return to work. The ten (10) hours off starts when the shift is over at Metro Transit. When an employee who is being forced to work arrived at thirteen (13) hours for the day they are to be relieved. No employee shall be forced to work after they have worked fifty-five (55) hours for the week. Voluntary overtime worked by an employee counts toward the limit hours. This applies to both the daily and weekly totals.
Forced Overtime. Any dispatch shift that goes unfilled can be filled with forced overtime, four (4) hours maximum, at the rate of double (2) time of pay. The dispatcher working the shift prior to the unfilled shift can be forced to stay four (4) hours after his/her scheduled shift; the dispatcher coming on duty after the unfilled shift can be required to come in four (4) hours early prior to his/her scheduled shift. The Police Dept. and the Dispatch Center are 24-hour operations and the desk and phones must be manned at all times. This practice is only done when every measure to cover the shift has been exhausted.
Forced Overtime. RTC’s cannot be forced to work in excess of 48 hours in a work week. An RTC already having performed 8 hours of overtime cannot be forced to accept more overtime. When an RTC has worked or has committed to work 8 hours of overtime (forced or voluntary) in his or her workweek, the next junior RTC will be forced to cover the ad-hoc vacancy. Note: An assigned RTC’s work week begins the first rest day of their assignment. Unassigned RTC’s (Permanent-Unassigned, Temporary Unassigned or Spare) work week starts on a Friday and ends the following Thursday. RTC’s who have worked 16 of the last 24 hours (I.E. Short changes) cannot be forced. If this occurs the next junior RTC will be forced. RTC’s who accept to work overtime on an assigned rest day cannot be forced to work additional overtime should a subsequent vacancy occur that day. If this occurs, the next junior RTC will be forced. RTC’s who accept an overtime call on a specific desk will not be forced (re-assigned) to work another assignment other than the one they were originally called for.
Forced Overtime. When an employee is on preplanned time off (scheduled at least 72 hours in advance), including vacation time, compensatory time, sick time, military time, personal leave, jury duty, bereavement leave, worker’s comp, approved unpaid leave, FMLA leave, pregnancy and parental leave, or is attending training, overtime will first be offered and filled on a volunteer basis. When necessary, if no one volunteers to fill the shift of an employee taking preplanned time off as listed above, or is attending training, the City will exercise its authority to force in the least senior regularly scheduled employee(s) on the prior shift to stay and the least senior regularly scheduled employee(s) on the following shift to report early, or if none is available, another employee by inverse order of seniority shall be forced. An employee will not be forced in for overtime coverage when an employee is on a vacation day, compensatory day, personal day, or regularly scheduled day off, except in an emergency or other situation requiring additional staffing, as determined by the Chief. A patrol officer will be forced before a sergeant. In order to ensure the safety of employees, employees should not be forced to work longer than twelve (12) consecutive hours. Employees who are scheduled to work for twelve (12) consecutive hours should be given eight (8) consecutive hours off prior to the twelve (12) shift and (8) consecutive hours off prior to their next shift, after working a twelve (12) shift, whenever practicable. In the case of a short notice call-off (less than 72 hours), if no one volunteers to fill the shift, the least senior regularly scheduled employee(s) on the prior shift will be forced to cover the shift of the employee who called off, or if none is available, another employee by inverse order of seniority shall be forced. An employee will not be forced in for overtime coverage when an employee is on a vacation day, compensatory day, personal day, or regularly scheduled day off, except in an emergency or other situation requiring additional staffing, as determined by the Chief. A patrol officer will be forced before a sergeant. In order to ensure the safety of employees, employees should not be forced to work longer than twelve (12) consecutive hours. Employees who are scheduled to work for twelve (12) consecutive hours should be given eight (8) consecutive hours off prior to the twelve (12) shift and (8) consecutive hours off prior to their next shift, after working...
Forced Overtime. Forced overtime will be defined as overtime caused by an opening in a shift that is not covered by voluntary overtime or by per-diem coverage. Forced overtime will be used after exhausting voluntary overtime and the use of per-diems to fill vacant shifts. Forced overtime must be a minimum of eight (8) hours worked to be considered forced.
Forced Overtime. 1. Due to the operational needs of the facility, it is understood that Employees may be required to work overtime past the ending time of their shift at times to maintain staffing levels. A list of officers shall be maintained for each shift to keep track of which officers have been most recently forced to work overtime. Officers shall be placed at the bottom of the list each time they are forced for a minimum of 60 minutes. For the purposes of this list, a “force” is defined as any amount of time that was not voluntarily worked past the normal ending time of a shift which shall be paid at overtime rates.
