Minimum Payment for Call Back Overtime Clause Samples

The Minimum Payment for Call Back Overtime clause ensures that employees who are called back to work outside their regular hours receive a guaranteed minimum amount of compensation, regardless of the actual time worked during the call back. Typically, this means that even if the employee is only needed for a short period, they are paid for a set minimum number of hours, such as two or three. This clause protects employees from being inconvenienced for minimal pay and provides predictability in compensation, addressing the issue of fairness when employees are required to return to work unexpectedly.
Minimum Payment for Call Back Overtime. An Employee, recalled to work overtime after leaving the Employer’s business premises or the jobs at which the Employee is engaged, shall be paid for a minimum of four (4) hours’ work at the appropriate rate for each time the Employee is so recalled. This shall not apply where it is customary for an Employee to return to work to perform a specific job outside nominal working hours or where the overtime is continuous (subject to an overtime meal break) with the completion or commencement of nominal working time. Overtime worked as specified in this sub-clause shall not be regarded as overtime for the purposes of the availability for duty provisions as contained in this Agreement, where the actual time worked is less than four hours on such recall.
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Minimum Payment for Call Back Overtime. 26.7.1 An Employee, recalled to work overtime after leaving the Employer’s business premises or the jobs at which the Employee is engaged, shall be paid for a minimum of four (4) hours’ work at the appropriate rate for each time the Employee is so recalled. 26.7.2 Overtime worked as specified in this sub-clause shall not be regarded as overtime for the purposes of the availability for duty provisions as contained in this Agreement, where the actual time worked is less than four hours on such recall. 26.7.3 This sub-clause does not apply where an Employee, who is called back to a job that the Employee was working on that day and, an after hours problem has occurred as a result of their work at that job that day. In this case, the Employee shall only be paid for the actual time (at the appropriate overtime penalty rate of pay) taken to remedy the problem.
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Related to Minimum Payment for Call Back Overtime

  • Payment for Overtime 1. Except as provided in 2.C.3., below, overtime shall be compensated at one and one-half (1 1/2) times the regular rate. 2. Except as provided in 2.C.3., below, for all regular, limited-term and probationary employees, overtime may be converted to compensatory time or paid for at the option of the agency/department. Consideration shall be given to effectuating the wishes of employees. The maximum number of CTO hours which may be accrued by any employee is eighty (80). If an employee accrues 80 hours of CTO, he/she cannot accrue additional CTO until he/she uses some of the hours in his/her bank; instead, employees will be paid for all overtime work performed in excess of that amount. 3. Overtime hours worked by extra help employees shall be paid. 4. Compensatory time earned and accrued by an employee in excess of thirty-two (32) hours may be scheduled off for an employee by his or her agency/department; however, consideration shall be given to effectuating the wishes of those employees requesting specific compensatory time off periods. 5. No scheduled compensatory time off will be cancelled except in cases of emergency. 6. In no case may an employee's work schedule be changed during the workweek when the purpose of such change is to avoid overtime compensation. 7. Time worked as overtime shall not be used to earn fringe benefits or to serve out probation or merit increase periods. Compensatory time off may be used as part of the established workweek to earn fringe benefits and to serve out probationary and merit increase periods. 8. An employee separating from the County service shall be paid for accumulated compensatory time in a lump sum payment.

  • Payment for annual leave (a) Before going on annual leave, an employee will be paid the amount of wages they would have received for ordinary time worked had they not been on leave during that period. (b) At the election of the employee such payments may be paid in accordance with the usual pay day relevant to the period of leave being taken.

  • Payment for Working Overtime (a) For all work done outside ordinary hours, the rates of pay will be time and a half for the first two hours and double time thereafter. (b) Except as provided in clause 8.4, in computing overtime each day’s work will stand alone. (c) To avoid doubt, overtime provisions for shift workers are contained in clause 10.7.

  • Payment for Unused Sick Leave (a) An employee with less than ten (10) years of FIU service who separates from FIU shall not be paid for any unused sick leave. (b) An employee who has completed ten (10) or more years of FIU service, has not been found guilty or has not admitted to being guilty of committing, aiding, or abetting any embezzlement, theft, or bribery in connection with State government, or has not been found guilty by a court of competent jurisdiction of having violated any State law against or prohibiting strikes by public employees, and separates from FIU because of retirement for other than disability reasons, termination, or death, shall be compensated at the employee's current regular hourly rate of pay for one-eighth of all unused sick leave accrued prior to October 1, 1973, plus one- fourth of all unused sick leave accrued on or after October 1, 1973; provided that one-fourth of the unused sick leave since 1973 does not exceed 480 hours. The compensation in this paragraph 8(4)(b) shall not be given to an employee who starts employment at FIU on or after July 1, 2006. (c) Upon layoff, an employee with ten (10) or more years of FIU service shall be paid for unused sick leave as described in paragraph b., above, unless the employee requests in writing that unused sick leave be retained pending re-employment. For an employee who is re-employed by the University within twelve (12) calendar months following layoff, all unused sick leave shall be restored to the employee, provided the employee requests such action in writing and repays the full amount of any lump sum leave payments received at the time of layoff. An employee who is not re- employed within twelve (12) calendar months following layoff shall be paid for sick leave in accordance with this Policy. (d) All payments for unused sick leave shall be made in lump sum and shall not be used in determining the average final compensation of an employee in any State administered retirement system. An employee shall not be carried on the payroll beyond the last official day of employment, except that an employee who is unable to perform duties because of a disability may be continued on the payroll until all sick leave is exhausted. (e) If an employee has received a lump sum payment for accrued sick leave, the employee may elect in writing, upon re-employment within 100 days, to restore the employee's accrued sick leave. Restoration will be effective upon the repayment of the full lump sum leave payment. (f) In the event of the death of an employee, payment for unused sick leave at the time of death shall be made to the employee's beneficiary, estate, or as provided by law.