Mandatory Shift Hold-Over. Employees shall not leave their assigned duty station until properly relieved. Proper relief shall consist of relief by the oncoming employee or being released by the dispatch center or duty supervisor. Employees serving a 911 contract may be required to a mandatory holdover for up to two (2) hours following the scheduled end of their shift to wait for relief. If a relieving crew is split or moved to satisfy staffing requirements, to a unit with a different crew change, and it is known that there will be no relief for an off-going crew at their scheduled crew change, that crew shall be subject to a maximum of one (1) hour mandatory hold beyond their initially scheduled off time. Nothing in this agreement shall prohibit employees from voluntarily staying longer to complete the vacant shift. If levels permit, employees shall not be unreasonably held over. Employees assigned on a non-911 unit who are dispatched on a call within fifteen (15) minutes prior to the end of shift or after their regular scheduled off-time shall be placed out of service upon completion of the call (“one and done rule”). Crews may, at their sole discretion, elect to remain in service if requested by operations.
Mandatory Shift Hold-Over. It is the responsibility of the Employer to make the arrangements in order to ensure customer service is not interrupted and employee workload is not unnecessarily increased due to inadequate staffing/coverage. In the event an employee is to be held over on a mandatory basis, the Employer will notify the employee as soon as possible. The purpose of mandatory shift hold-over is to address short-notice staffing (e.g. call-offs) and abrupt significant increase in call volume impacting service levels in a particular operation. Employees may be subject to a mandatory holdover for up to two (2) hours following the scheduled end of their shift. Should an employee be held over, the employee shall receive one-half (0.5X) times additional compensation as a premium for all hours held over. Should the potential for a mandatory holdover arise, every effort will be made by the on-duty supervisor or his/her designee to find voluntary coverage before a mandatory holdover is implemented. No employee will be held over longer than two (2) hours beyond the regularly scheduled end of a shift unless an active assignment takes them past the two (2) hour limit. Employees working in remote locations (e.g. Xxxxxxx and Tri-City) may be held longer than two (2) hours in order to allow the replacement coverage to arrive at those locations. Additional ‘remote’ locations shall be addressed by the Labor Management Committee as needed. Employees shall not leave their assigned duty station until properly relieved. Proper relief shall consist of relief by the oncoming employee or being released by the dispatch center or duty supervisor. Employees who receive a call for service that cannot be completed prior to the scheduled end of their shift are not on mandatory holdover while performing work related activities, including travel time back to the employee’s deployment location, following the scheduled end of their shift. Critical Staffing Should the Employer require additional personnel due to back-filling disaster deployment positions, the Employer will implement bonus of $100.00 for shifts of twelve hours or less, and $200.00 for shifts greater than twelve hours. The Employer has the discretion to identify which shifts qualify for the bonus. Emergency Staffing In the event of a local disaster or catastrophe as declared by a governmental agency, such as earthquake, fire, flood, explosion, widespread power failure or other acts outside the Employer’s control that reasonably require all avai...
