Involuntary Overtime Distribution Rules Sample Clauses

Involuntary Overtime Distribution Rules. All employees of each correctional unit will be placed on that unit’s involuntary overtime list. An involuntary overtime list shall be limited to employees of that unit. Any involuntary overtime assignments in the specialized units shall utilize a simple rotational overtime list from least classification senior employee to most classification senior employee. (a) In the event that no one wants to voluntarily accept the overtime assignment in any of the scenarios described above, the least senior employee on the appropriate involuntary overtime list will be assigned the overtime. Once an employee has been assigned and actually worked overtime the employee’s name shall be moved to the bottom of the rotation of names on the appropriate involuntary overtime list. (b) For employees assigned to operations shifts, the Employer will utilize the on duty Operations shift’s involuntary overtime list to determine which on duty employee is the next one eligible to be assigned involuntary overtime. Each operations shift supervisor will announce any necessary involuntary overtime for the next shift as soon as possible on the shift. (c) The Employer will also notify the on duty employees next in line to be ordered to work overtime by referring to each one as being “on deck” for involuntary overtime and listing the top three (3) on deck officers on the run sheet. (Example: The first shift supervisor will announce during first shift briefing which 1st shift on duty employee is “first on deck,” which 1st shift on duty employee is “second on deck,” and which 1st shift on duty employee is “third on deck” for 2nd shift involuntary overtime during each day’s first shift briefing.) If an officer has a concern with the on deck order on the run sheet, the officer will contact the supervisor immediately after the briefing to clear up the concern. If the supervisor discovers an error, he/she will notify the correct employee(s) on deck as soon as possible. (d) An employee shall not be forced to work overtime, on a non-emergency involuntary basis if the employee has worked at least four (4) hours of overtime or has been ordered and worked any portion of the shift the day before, the day of, or is scheduled for at least four (4) hours of overtime the day after. An employee working voluntary overtime shall be exempt from involuntary overtime for the subsequent shift. (Example: An employee that is regularly assigned to 2nd shift and is on duty because he/she is voluntarily working overtim...
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Related to Involuntary Overtime Distribution Rules

  • Overtime Distribution The Employer and the Union will discuss Departmental or agency specific overtime distribution policies at the Departmental or agency level. The Employer agrees to follow its existing overtime distribution policies until changed as a result of Employer/Union negotiation.

  • Distribution of Overtime Overtime shall be distributed as equally as feasible among qualified employees customarily performing the kind of work required, and currently assigned to the work unit in which the overtime is to be worked. When the assignment of overtime work causes an unusual burden upon the employee, the employee shall not be required to work overtime unless the absence would cause the Agency to be unable to meet its responsibilities.

  • Public Employees Retirement System “PERS”) Members.

  • Annual Leave upon termination (a) On termination of employment, the value of any accrued but untaken annual leave shall be paid out to an Employee. (b) Leave loading will also apply to annual leave paid out upon termination.

  • Compensatory Time for Overtime Eligible Employees ‌ A. Compensatory Time Eligibility

  • Voluntary Employee Contributions (i) Subject to the governing rules of the relevant superannuation fund, an employee may, in writing, authorise their employer to pay on behalf of the employee a specified amount from the post- taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in Clause 24(b). (ii) An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of three months’ written notice to their employer. (iii) The employer must pay the amount authorised under Clauses 24(d)(i) or 24(d)(ii) no later than 28 days after the end of the month in which the deduction authorised under Clauses 24(d)(i) or 24(d)(ii) was made.

  • Personal Leave Without Pay Leave of absence without pay may be granted by the College for legitimate personal reasons.

  • Special Leave Without Pay Section 1. Employees may participate in a Special Leave Without Pay Program as established by the Hennepin County Board of Commissioners. The Special Leave Without Pay Program period is from date of County Board Approval through December 31, 2021. Section 2. Upon the request of either party, the EMPLOYER and the UNION shall meet and confer on the extension of this Special Leave Without Pay Program each year through 2021. Section 3. The EMPLOYER's policy on use of Special Leave Without Pay (SLWOP) provides that employees may use SLWOP in cases where they would otherwise not take the leave. The EMPLOYER will therefore interpret its policy on SLWOP to allow SLWOP for Union Leave and Parenting Leave in cases where the employee would not otherwise take the leave.

  • Normal Retirement Date The term “Normal Retirement Date” means “Normal Retirement Date” as defined in the primary qualified defined benefit pension plan applicable to the Executive, or any successor plan, as in effect on the date of the Change in Control of the Company.

  • Public Benefit It is Reaction Retail’s understanding that the commitments it has agreed to herein, and actions to be taken by Reaction Retail under this Settlement Agreement, would confer a significant benefit to the general public, as set forth in Code of Civil Procedure § 1021.5 and Cal. Admin. Code tit. 11, § 3201. As such, it is the intent of Reaction Retail that to the extent any other private party initiates an action alleging a violation of Proposition 65 with respect to Reaction Retail’s failure to provide a warning concerning exposure to DEHP prior to use of the Products it has manufactured, distributed, sold, or offered for sale in California, or will manufacture, distribute, sell, or offer for sale in California, such private party action would not confer a significant benefit on the general public as to those Products addressed in this Settlement Agreement, provided that Reaction Retail is in material compliance with this Settlement Agreement.

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