On Call/Call Back. A. Some University departments maintain formal on-call systems in order to cover off- hour shifts or to assure appropriate response to incidents and emergencies which occur at night or on weekends. Professional staff are assigned specific periods of duty, must be available during assigned duty, and must respond when called. For these situations, on-call and call-back shall be considered a single entity. A salary adjustment shall be made to acknowledge the additional expectation of serving regularly as part of a formal on-call/call- back system. Compensatory time for call-back shall be approved by the supervisor only in those instances when the employee must respond to a situation that requires work for a prolonged period of time (i.e., several hours during a night). The supervisor's discretion prevails in these cases. B. A department which does not maintain a regular and on-going on-call system may set its own policy for compensating bargaining unit members who are occasionally assigned, in writing, to be on call, but in no case shall a bargaining unit member receive less than one hour of compensatory time for every 8 hours assigned to be on call. C. In departments without formal on-call systems, for every hour that a bargaining unit member on-call is called back to work beyond his or her regularly scheduled work hours the bargaining unit member shall receive an hour of compensatory time. D. On-Call/Call-Back Compensation Methodology 1. Summary Where a formal on-call/call back system is utilized, a lump sum amount of money will be added to the annual base salary of all participants in such a formal system which compensates the participants for both on-call and call back responsibilities except in those instances where the employee must respond to a situation that requires work for a prolonged period of time. The supervisor's discretion prevails in these cases. Said lump sum of money added to the annual salary will remain as part of the salary for as long as the employee is required to participate in the on-call/call back system. The amount of money to be added to the employee's base salary is calculated by adding a flat amount to the First Quartile of the Salary Administration Program Level for the title. Level Amherst Boston Total/Unit 24, 25 27, 28 $ 800 26, 27 29, 30 $ 900 28, 29 31, 32 $1000 30, 31 33, 34 $1100 The number of units an employee is compensated for is determined by converting the estimated on-call coverage for a normal year to compensatory time hours on a 1 for 8 basis, and then dividing that result by 40 hours to determine a weekly equivalent. The weekly equivalent is then converted to units of compensation by the following schedule. 2. Basic Information
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
On Call/Call Back. A. Some University departments maintain formal on-call systems in order to cover off- hour shifts or to assure appropriate response to incidents and emergencies which occur at night or on weekends. Professional staff are assigned specific periods of duty, must be available during assigned duty, and must respond when called. For these situations, on-call and call-back shall be considered a single entity. A salary adjustment shall be made to acknowledge the additional expectation of serving regularly as part of a formal on-call/call- call-back system. Compensatory time for call-back shall be approved by the supervisor only in those instances when the employee must respond to a situation that requires work for a prolonged period of time (i.e., several hours during a night). The supervisor's discretion prevails in these cases.
B. A department which does not maintain a regular and on-going on-call system may set its own policy for compensating bargaining unit members who are occasionally assigned, in writing, to be on call, but in no case shall a bargaining unit member receive less than one (1) hour of compensatory time for every 8 eight (8) hours assigned to be on call.
C. In departments without formal on-call systems, for every hour that a bargaining unit member on-call is called back to work beyond his or her regularly scheduled work hours the bargaining unit member shall receive an hour of compensatory time.
D. On-Call/Call-Back Compensation Methodology
1. Summary Where a formal on-call/call back system is utilized, a lump sum amount of money will be added to the annual base salary of all participants in such a formal system which compensates the participants for both on-call and call back responsibilities except in those instances where the employee must respond to a situation that requires work for a prolonged period of time. The supervisor's discretion prevails in these cases. Said lump sum of money added to the annual salary will remain as part of the salary for as long as the employee is required to participate in the on-on- call/call back system. The amount of money to be added to the employee's base salary is calculated by adding a flat amount to the First Quartile of the Salary Administration Program Level for the title. Level Amherst Boston Total/Unit 24, 25 27, 28 $ 800 26, 27 29, 30 $ 900 28, 29 31, 32 $1000 30, 31 33, 34 $1100 The number of units an employee is compensated for is determined by converting the estimated on-call coverage for a normal year to compensatory time hours on a 1 one (1) for 8 eight (8) basis, and then dividing that result by 40 forty (40) hours to determine a weekly equivalent. The weekly equivalent is then converted to units of compensation by the following schedule.
2. Basic Information
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
On Call/Call Back. A. Some University departments maintain formal on-call systems in order to cover off- hour shifts or to assure appropriate response to incidents and emergencies which occur at night or on weekends. Professional staff are assigned specific periods of duty, must be available during assigned duty, and must respond when called. For these situations, on-call and call-back shall be considered a single entity. A salary adjustment shall be made to acknowledge the additional expectation of serving regularly as part of a formal on-call/call- call-back system. Compensatory time for call-back shall be approved by the supervisor only in those instances when the employee must respond to a situation that requires work for a prolonged period of time (i.e., several hours during a night). The supervisor's discretion prevails in these cases.
B. A department which does not maintain a regular and on-going on-call system may set its own policy for compensating bargaining unit members who are occasionally assigned, in writing, to be on call, but in no case shall a bargaining unit member receive less than one hour of compensatory time for every 8 hours assigned to be on call.
C. In departments without formal on-call systems, for every hour that a bargaining unit member on-call is called back to work beyond his or her regularly scheduled work hours the bargaining unit member shall receive an hour of compensatory time.
D. On-Call/Call-Back Compensation Methodology
1. Summary Where a formal on-call/call back system is utilized, a lump sum amount of money will be added to the annual base salary of all participants in such a formal system which compensates the participants for both on-call and call back responsibilities except in those instances where the employee must respond to a situation that requires work for a prolonged period of time. The supervisor's discretion prevails in these cases. Said lump sum of money added to the annual salary will remain as part of the salary for as long as the employee is required to participate in the on-call/call back system. The amount of money to be added to the employee's base salary is calculated by adding a flat amount to the First Quartile of the Salary Administration Program Level for the title. Level Amherst Boston Total/Unit 24, 25 27, 28 $ 800 26, 27 29, 30 $ 900 28, 29 31, 32 $1000 30, 31 33, 34 $1100 The number of units an employee is compensated for is determined by converting the estimated on-call coverage for a normal year to compensatory time hours on a 1 for 8 basis, and then dividing that result by 40 hours to determine a weekly equivalent. The weekly equivalent is then converted to units of compensation by the following schedule.
2. Basic Information
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
On Call/Call Back. A. Some University departments maintain formal on-call on-‐call systems in order to cover off- off-‐ hour shifts or to assure appropriate response to incidents and emergencies which occur at night or on weekends. Professional staff are assigned specific periods of duty, must be available during assigned duty, and must respond when called. For these situations, on-call on-‐call and call-back call-‐back shall be considered a single entity. A salary adjustment shall be made to acknowledge the additional expectation of serving regularly as part of a formal on-callon-‐call/call- call-‐ back system. Compensatory time for call-back call-‐back shall be approved by the supervisor only in those instances when the employee must respond to a situation that requires work for a prolonged period of time (i.e., several hours during a night). The supervisor's discretion prevails in these cases.
B. A department which does not maintain a regular and on-going on-call on-‐going on-‐call system may set its own policy for compensating bargaining unit members who are occasionally assigned, in writing, to be on call, but in no case shall a bargaining unit member receive less than one hour of compensatory time for every 8 hours assigned to be on call.
C. In departments without formal on-call on-‐call systems, for every hour that a bargaining unit member on-call on-‐call is called back to work beyond his or her regularly scheduled work hours the bargaining unit member shall receive an hour of compensatory time.
D. On-CallOn-‐Call/Call-Back Call-‐Back Compensation Methodology
1. Summary Where a formal on-callon-‐call/call back system is utilized, a lump sum amount of money will be added to the annual base salary of all participants in such a formal system which compensates the participants for both on-call on-‐call and call back responsibilities except in those instances where the employee must respond to a situation that requires work for a prolonged period of time. The supervisor's discretion prevails in these cases. Said lump sum of money added to the annual salary will remain as part of the salary for as long as the employee is required to participate in the on-callon-‐call/call back system. The amount of money to be added to the employee's base salary is calculated by adding a flat amount to the First Quartile of the Salary Administration Program Level for the title. Level Amherst Boston Total/Unit 24, 25 27, 28 $ 800 26, 27 29, 30 $ 900 28, 29 31, 32 $1000 30, 31 33, 34 $1100 The number of units an employee is compensated for is determined by converting the estimated on-call on-‐call coverage for a normal year to compensatory time hours on a 1 for 8 basis, and then dividing that result by 40 hours to determine a weekly equivalent. The weekly equivalent is then converted to units of compensation by the following schedule.
2. Basic Information
Appears in 1 contract
Samples: Collective Bargaining Agreement
On Call/Call Back.
A. Some University departments maintain formal on-call on-‐call systems in order to cover off- off-‐ hour shifts or to assure appropriate response to incidents and emergencies which occur at night or on weekends. Professional staff are assigned specific periods of duty, must be available during assigned duty, and must respond when called. For these situations, on-call on-‐call and call-back call-‐back shall be considered a single entity. A salary adjustment shall be made to acknowledge the additional expectation of serving regularly as part of a formal on-callon-‐call/call- call-‐ back system. Compensatory time for call-back call-‐back shall be approved by the supervisor only in those instances when the employee must respond to a situation that requires work for a prolonged period of time (i.e., several hours during a night). The supervisor's discretion prevails in these cases.
B. A department which does not maintain a regular and on-going on-call on-‐going on-‐call system may set its own policy for compensating bargaining unit members who are occasionally assigned, in writing, to be on call, but in no case shall a bargaining unit member receive less than one hour of compensatory time for every 8 hours assigned to be on call.
C. In departments without formal on-call on-‐call systems, for every hour that a bargaining unit member on-call on-‐call is called back to work beyond his or her regularly scheduled work hours the bargaining unit member shall receive an hour of compensatory time.
D. On-CallOn-‐Call/Call-Back Call-‐Back Compensation Methodology
1. Summary Where a formal on-callon-‐call/call back system is utilized, a lump sum amount of money will be added to the annual base salary of all participants in such a formal system which compensates the participants for both on-call on-‐call and call back responsibilities except in those instances where the employee must respond to a situation that requires work for a prolonged period of time. The supervisor's discretion prevails in these cases. Said lump sum of money added to the annual salary will remain as part of the salary for as long as the employee is required to participate in the on-callon-‐call/call back system. The amount of money to be added to the employee's base salary is calculated by adding a flat amount to the First Quartile of the Salary Administration Program Level for the title. Level Amherst Boston Total/Unit 24, 25 27, 28 $ 800 26, 27 29, 30 $ 900 28, 29 31, 32 $1000 30, 31 33, 34 $1100 The number of units an employee is compensated for is determined by converting the estimated on-call on-‐call coverage for a normal year to compensatory time hours on a 1 for 8 basis, and then dividing that result by 40 hours to determine a weekly equivalent. The weekly equivalent is then converted to units of compensation by the following schedule.
2. Basic Information
Appears in 1 contract
Samples: Collective Bargaining Agreement
On Call/Call Back. A. Some University departments maintain formal on-call systems in order to cover off- hour shifts or to assure appropriate response to incidents and emergencies which occur at night or on weekends. Professional staff are assigned specific periods of duty, must be available during assigned duty, and must respond when called. For these situations, on-call and call-back shall be considered a single entity. A salary adjustment shall be made to acknowledge the additional expectation of serving regularly as part of a formal on-call/call- call-back system. Compensatory time for call-back shall be approved by the supervisor only in those instances when the employee must respond to a situation that requires work for a prolonged period of time (i.e., several hours during a night). The supervisor's discretion prevails in these cases.
B. A department which does not maintain a regular and on-going on-call system may set its own policy for compensating bargaining unit members who are occasionally assigned, in writing, to be on call, but in no case shall a bargaining unit member receive less than one hour of compensatory time for every 8 hours assigned to be on call.
C. In departments without formal on-call systems, for every hour that a bargaining unit member on-call is called back to work beyond his or her regularly scheduled work hours the bargaining unit member shall receive an hour of compensatory time.
D. On-Call/Call-Back Compensation Methodology
1. Summary Where a formal on-call/call back system is utilized, a lump sum amount of money will be added to the annual base salary of all participants in such a formal system which compensates the participants for both on-call and call back responsibilities except in those instances where the employee must respond to a situation that requires work for a prolonged period of time. The supervisor's discretion prevails in these cases. Said lump sum of money added to the annual salary will remain as part of the salary for as long as the employee is required to participate in the on-call/call back system. The amount of money to be added to the employee's base salary is calculated by adding a flat amount to the First Quartile of the Salary Administration Program Level for the title. Level Amherst Boston Total/Unit Amherst Boston 24, 25 27, 28 $ 800 26, 27 29, 30 $ 900 28, 29 31, 32 $1000 30, 31 33, 34 $1100 The number of units an employee is compensated for is determined by converting the estimated on-call coverage for a normal year to compensatory time hours on a 1 for 8 basis, and then dividing that result by 40 hours to determine a weekly equivalent. The weekly equivalent is then converted to units of compensation by the following schedule.
2. Basic Information
Appears in 1 contract
Samples: Collective Bargaining Agreement
On Call/Call Back. A. Some University departments maintain formal on-call systems in order to cover off- hour shifts or to assure appropriate response to incidents and emergencies which occur at night or on weekends. Professional staff are assigned specific periods of duty, must be available during assigned duty, and must respond when called. For these situations, on-call and call-back shall be considered a single entity. A salary adjustment shall be made to acknowledge the additional expectation of serving regularly as part of a formal on-call/call- call-back system. Compensatory time for call-back shall be approved by the supervisor only in those instances when the employee must respond to a situation that requires work for a prolonged period of time (i.e., several hours during a night). The supervisor's discretion prevails in these cases.
B. A department which does not maintain a regular and on-going on-call system may set its own policy for compensating bargaining unit members who are occasionally assigned, in writing, to be on call, but in no case shall a bargaining unit member receive less than one hour of compensatory time for every 8 hours assigned to be on call.
C. In departments without formal on-call systems, for every hour that a bargaining unit member on-call is called back to work beyond his or her regularly scheduled work hours the bargaining unit member shall receive an hour of compensatory time.
D. On-Call/Call-Back Compensation Methodology
1. Summary Where a formal on-call/call back system is utilized, a lump sum amount of money will be added to the annual base salary of all participants in such a formal system which compensates the participants for both on-call and call back responsibilities except in those instances where the employee must respond to a situation that requires work for a prolonged period of time. The supervisor's discretion prevails in these cases. Said lump sum of money added to the annual salary will remain as part of the salary for as long as the employee is required to participate in the on-on- call/call back system. The amount of money to be added to the employee's base salary is calculated by adding a flat amount to the First Quartile of the Salary Administration Program Level for the title. Level Amherst Boston Total/Unit 24, 25 27, 28 $ 800 26, 27 29, 30 $ 900 28, 29 31, 32 $1000 30, 31 33, 34 $1100 The number of units an employee is compensated for is determined by converting the estimated on-call coverage for a normal year to compensatory time hours on a 1 for 8 basis, and then dividing that result by 40 hours to determine a weekly equivalent. The weekly equivalent is then converted to units of compensation by the following schedule.
2. Basic Information
Appears in 1 contract
Samples: Collective Bargaining Agreement
On Call/Call Back. A. Some University departments maintain formal on-call systems in order to cover off- hour shifts or to assure appropriate response to incidents and emergencies which occur at night or on weekends. Professional staff are assigned specific periods of duty, must be available during assigned duty, and must respond when called. For these situations, on-call and call-back shall be considered a single entity. A salary adjustment shall be made to acknowledge the additional expectation of serving regularly as part of a formal on-on- call/call- back system. Compensatory time for call-back shall be approved by the supervisor only in those instances when the employee must respond to a situation that requires work for a prolonged period of time (i.e., several hours during a night). The supervisor's discretion prevails in these cases.
B. A department which does not maintain a regular and on-going on-call system may set its own policy for compensating bargaining unit members who are occasionally assigned, in writing, to be on call, but in no case shall a bargaining unit member receive less than one hour of compensatory time for every 8 hours assigned to be on call.. DocuSign Envelope ID: AEE5CD1D-7681-4F1A-9937-C0D4107B31DD DocuSign Envelope ID: 7D2F41D7-6349-4FE3-A65E-5FE0671CF261
C. In departments without formal on-call systems, for every hour that a bargaining unit member on-call is called back to work beyond his or her regularly scheduled work hours the bargaining unit member shall receive an hour of compensatory time.
D. On-Call/Call-Back Compensation Methodology
1. Summary Where a formal on-call/call back system is utilized, a lump sum amount of money will be added to the annual base salary of all participants in such a formal system which compensates the participants for both on-call and call back responsibilities except in those instances where the employee must respond to a situation that requires work for a prolonged period of time. The supervisor's discretion prevails in these cases. Said lump sum of money added to the annual salary will remain as part of the salary for as long as the employee is required to participate in the on-call/call back system. The amount of money to be added to the employee's base salary is calculated by adding a flat amount to the First Quartile of the Salary Administration Program Level for the title. Level Amherst Boston Total/Unit 24, 25 27, 28 $ 800 26, 27 29, 30 $ 900 28, 29 31, 32 $1000 30, 31 33, 34 $1100 The number of units an employee is compensated for is determined by converting the estimated on-call coverage for a normal year to compensatory time hours on a 1 for 8 basis, and then dividing that result by 40 hours to determine a weekly equivalent. The weekly equivalent is then converted to units of compensation by the following schedule.
2. Basic Information
Appears in 1 contract
Samples: Collective Bargaining Agreement
On Call/Call Back. A. Some University departments maintain formal on-call onMcall systems in order to cover off- offM hour shifts or to assure appropriate response to incidents and emergencies which occur at night or on weekends. Professional staff are assigned specific periods of duty, must be available during assigned duty, and must respond when called. For these situations, on-call onMcall and call-back callMback shall be considered a single entity. A salary adjustment shall be made to acknowledge the additional expectation of serving regularly as part of a formal on-callonMcall/call- callM back system. Compensatory time for call-back callMback shall be approved by the supervisor only in those instances when the employee must respond to a situation that requires work for a prolonged period of time (i.e., several hours during a night). The supervisor's discretion prevails in these cases.
B. A department which does not maintain a regular and on-going on-call onMgoing onMcall system may set its own policy for compensating bargaining unit members who are occasionally assigned, in writing, to be on call, but in no case shall a bargaining unit member receive less than one hour of compensatory time for every 8 hours assigned to be on call.
C. In departments without formal on-call onMcall systems, for every hour that a bargaining unit member on-call onMcall is called back to work beyond his or her regularly scheduled work hours the bargaining unit member shall receive an hour of compensatory time.
D. On-CallOnMCall/Call-Back CallMBack Compensation Methodology
1. Summary Where a formal on-callonMcall/call back system is utilized, a lump sum amount of money will be added to the annual base salary of all participants in such a formal system which compensates the participants for both on-call onMcall and call back responsibilities except in those instances where the employee must respond to a situation that requires work for a prolonged period of time. The supervisor's discretion prevails in these cases. Said lump sum of money added to the annual salary will remain as part of the salary for as long as the employee is required to participate in the on-callonMcall/call back system. The amount of money to be added to the employee's base salary is calculated by adding a flat amount to the First Quartile of the Salary Administration Program Level for the title. Level Amherst Boston Total/Unit 24, 25 27, 28 $ 800 26, 27 29, 30 $ 900 28, 29 31, 32 $1000 30, 31 33, 34 $1100 The number of units an employee is compensated for is determined by converting the estimated on-call onMcall coverage for a normal year to compensatory time hours on a 1 for 8 basis, and then dividing that result by 40 hours to determine a weekly equivalent. The weekly equivalent is then converted to units of compensation by the following schedule.
2. Basic Information
Appears in 1 contract
Samples: Collective Bargaining Agreement
