On-Call Procedure Sample Clauses

On-Call Procedure. The Superintendent or designee shall decide whenever there is a need for a call back or any other overtime. An employee who reports for duty in response to a call will receive $75 for that callback in addition to overtime as outlined below. The minimum call back time shall be 3 hours at time and one half, double time on Sundays and holidays. The on call list will begin with the most senior person according to their date of hire. The on call list will rotate with each call out. Once an employee is called, whether the employee responds or not, the next call in will go to the next employee on the list. Treatment and Distribution will have separate lists. The on call list shall be updated when there are personnel changes.. When a call out is required the on call person will have 10 minutes to respond. If there is no response within 10 minutes the Superintendent or his designee will follow the list, in order, until as many employees as are needed report for duty. The xxxxxxx will be on the distribution call list per policy to be established by the Board of Water Commissioners. Water Treatment Plant Call Back – In the event that overtime is required to run the treatment plant, the Superintendent or his or her designee shall: offer the overtime to the operator working the shift if applicable, and then offer it to off duty operators by rotation. Operators are defined as: employees who hold a minimum of a 1T license as defined by MA DEP and the MA Division of Professional Licensure, who have also been trained by the District in running our specific plant. In the event of an emergency, if no distribution employee is available for a call in the Superintendent may call in the next treatment operator on the call list. If no distribution or treatment personnel are available for a call in the Superintendent will call in a contractor if deemed necessary by the Superintendent. Changing/swapping of scheduled coverage applies to the treatment facility: All changes in the schedule must be approved by the Superintendent. It will be the responsibility of the requesting employee to find his/her replacement and notify the Superintendent of the change. If the replacement has already put in their scheduled shift, the replacement would be entitled to time and one-half (1 ½). The Superintendent will have the final say in how many hours a replacement will be needed over their regular work shift. For the purpose of regular rotation, but for such purpose only, work shall be equally dist...
Sample 1
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On-Call Procedure. The Society shall maintain a roster of employees who have volunteered to work On-Call shifts. Seniority for On-Call shall be based on the employee’s inclusion date on the roster. All employees shall have the opportunity to notify the Society of their interest to work additional hours. Selection will be based on an employee's date of inclusion on the roster (roster seniority) and the availability of the employee. An up to date roster shall be posted at all times. If an employee fails to submit availability for a period of three (3) months, said employee shall be dropped from the roster. The Society shall schedule at least two (2) On-Call staff each Friday evening and Saturday until 8pm. One (1) of these On-Call staff shall be scheduled each Sunday and Holiday. All such work will be voluntary. The On-Call employees will be paid at a rate of $300.00 for the entire weekend, beginning Friday afternoon at 4:31 p.m. and ending Monday at 8:59 am for a total of 64.5hrs. These staff persons will rotate from a primary to a secondary position. If a staff member works a portion of the On-Call Weekend they will receive the respective portion of the $300.00 rate. For each additional day the Employer requires an employee to be On-Call the employee shall be paid $100 per day. In addition to the above, if called out while on-call, the employee shall receive the applicable hourly rate of pay for the work that he/she is doing except on holidays when he/she shall receive one and one half times this rate.
Sample 1
On-Call Procedure. 1. The Employer will at its sole discretion determine, and supervision (management) will authorize, on-call assignments to salaried (exempt) employees which will be voluntary except as otherwise stated in any job description. 2. Employees who are designated to be on-call and expected to provide client assistance through telephone consultation will receive $25.00 each regular workday ($20.00 each workday if not expected to provide telephone consultation); $90.00 for a full weekend assignment ($75.00 per weekend if not expected to provide telephone consultation) and $35.00 for a holiday ($30.00 for a holiday if not expected to provide telephone consultation). Telephone consultations exceeding thirty (30) minutes in duration will be compensated at $12.50 per half hour which must be supported by documentation within the electronic medical record. 3. A regular workday on-call assignment is Monday through Thursday 5:00 p.m. through 8:00 a.m.; a weekend assignment is 5:00 p.m. Friday through 8:00 a.m. Monday; a holiday assignment is for 24 hours beginning with the end of the weekend on-call period if the holiday falls on Monday or beginning at the end of the previous regularly scheduled workday if holiday(s) falls on Tuesday through Friday. 4. Salaried (exempt) employees will receive $30.00 per hour on any on-call day during which the employee responds by traveling one or more times to a client service location or attending a mandatory meeting. Actual mileage from home to a client service location and return to home is reimbursable at the then current IRS mileage rate. 5. Employees will be assigned a cell phone by the Employer which must remain operational during the entire on-call assignment and the employee must be able to respond to a client service location within a thirty (30) minute drive occurring at any point within SCCMHA. 6. Employees are expected to follow all established rules, policies, and standards of conduct (business casual per SCCMHA dress code is allowed) in the same manner as on a regularly scheduled workday during all on-call assigned time. It is understood that the employee who is on-call must still work their regularly scheduled hours on the following workday. If, for any reason, the employee’s regularly scheduled hours are not worked in full or charged to PTO, pay for on-call hours worked or paid will be reduced accordingly. 7. All on-call compensation and reimbursed expenses paid must be approved by supervision (management). 8. If there a...
Sample 1
On-Call Procedure. Each FCCP agency ensures that families have access to an on-call resource 24 hours/day, 7 days/week. Your FSCC will provide you the on-call contact information for your agency. In a life-threatening situation, including thoughts ofharming self or others, please contact 911 or go to your local emergency room. For matters that can be addressed during business hours, please leave a message for your FSCC or FSP during off hours. Agency crisis hotline numbers are below:
Sample 1
On-Call Procedure. Employees who are on call shall not be required to schedule their vacation time only on weeks when they would not be on call. The Employer must inform on call employees at least thirty (30) days in advance whether they will be on call for a given week. On call employees must report to work within two (2) hours of being called in. On call employees will only be called in for emergencies and shall not be used to fill in for open shifts.
Sample 1
On-Call Procedure. In the event an employee calls in sick or is unable to complete their shift and the position must be filled, the staff member on duty shall refer to the ‘On-Call List’ by classification, located at the front desk, and in the following order: 1. Contact employees by seniority, beginning with the most senior. It is the responsibility of the staff being called to work to inform the caller if the shift would place them into overtime. If the shift will result in overtime, the caller needs to move onto the following person. If overtime is unavoidable it must be offered to the staff with the most seniority. When the employee with the greatest seniority does not answer the phone and when there is now less than three (3) hours before the shift is due to start, a message will be left indicating the time and date of the call and that due to the urgent need to cover the specific shift the next eligible employee on the On Call list will be contacted immediately. 2. When replacing a Residential Worker and the department list has been exhausted contact the Caseworker Department list. 3. If Article 10, Layoff & Recall is in effect, the staff member shall refer to the layoff list and recall in accordance with Article 10.7 (b) and (c). 4. Refer to the Casual Employee list of the affected classification. Casual employees can be called in on a rotational basis in order to keep their skills up-to-date. The Employer shall however work toward a fair and equal distribution of these hours. 5. Refer to the overtime list within the affected classification by order of seniority, beginning with the most senior. Regular part-time employees shall be contacted first, followed by employees on the casual list. If none of these employees are available, regular full-time employees shall then be called. The parties agree that it is not the intention of the parties that part-time and casual employees will regularly work more hours than full-time employees, except on an exceptional basis. 6. Where the employer has advance notice that shifts are available due to medical or emergency leave, the employer shall follow 1-5 above. For each medical or emergency leave, employees shall not work more than 10 shifts unless mutually agreed to between the Employer and Union. The Union will not unreasonably deny these requests. The intent of this practice is to not supersede Article 16, Job Vacancies and Temporary Staff Changes. For purposes of dealing with short term illness where the employer has less than...
Sample 1
On-Call Procedure. The following provisions cover all employees of QBuild who may be required from time to time to perform the role of an "On-Call Employee".
Sample 1
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On-Call Procedure. If shifts remain unfilled, Casual Employees will be called again in ascending order of seniority. Casual Employees who refuse more than three (3) shifts within a four (4) week period on the second call, will be temporarily placed at the bottom of the casual list for a period of four
Sample 1
On-Call Procedure. ‌ Employees required to carry a communication device, or who are otherwise assigned to be on call, at any time, shall be compensated at a rate of $100.00 per week Employees may trade on- call assignments, so long as they provide notice to the Department Head or whomever he/she designates. Employees who are issued Employer telephones shall not be required to pay for reasonable personal phone calls, but shall be responsible for any income tax liability. Compensation begins when the on-call employee reports to the work site. The parties have begun and will continue good faith negotiations regarding the on call procedures. It hereby agreed that such on call procedures shall not be put in place until both parties agree on the actual procedures and set forth their signatures to an on call procedure document. Employees assigned or designated on-call who are able to respond to notification of a problem and resolve the problem, without physically reporting to a work station, by electronic technologies including but not limited to SCADA, computer, facsimile machines, and telephones shall be compensated on the following basis: 1. If the problem is resolved through telecommuting methods a non-exempt employee shall be compensated for one hour at the overtime rate of pay. If more than one problem is addressed through telecommuting methods during one on-call shift, and the total time spent is one hour or less, the employee will receive only one hour of overtime pay. If more than one hour is spent resolving problems through telecommuting methods, a non-exempt employee will be compensated for the actual time spent at the overtime rate of pay. 2. If an employee is unable to resolve the problem though electronic methods and it is necessary to physically report to an onsite Village facility, then the compensation shall be based on the minimum as defined in Section 6.5 of this Agreement. Time spent in attempting to initially resolve the problem via electronic methods, shall be included in the calculation of “total hours worked.” Travel time shall not be counted as “hours worked.”
Sample 1

Related to On-Call Procedure

  • Recall Procedure (a) A laid-off faculty member shall be offered reemployment when a vacancy becomes available for which the bargaining unit member is qualified. A faculty member will be recalled according to the principles of last laid off/first recalled, provided the faculty member is qualified to perform the duties of the position to be filled. (b) Faculty members being recalled shall be notified by mail, e-mail, and telephone to their last known address and shall have fifteen (15) working days from the date of delivery confirmation to respond affirmatively in writing. It shall be the faculty member’s responsibility to provide the College with a current address and make appropriate arrangements for forwarding receipt of mail if the faculty member will be away from their address for more than five (5) calendar days. (c) If the faculty member fails to accept the recall in writing to the College within fifteen (15) working days from the date the delivery of recall notification was confirmed, the faculty member shall be removed from the recall list and the College shall have no further obligation to the faculty member. The faculty member who has been laid-off shall remain on a recall list for two (2) years after layoff. (d) A faculty member who is laid off shall not be considered to have broken continuous service with the College, but shall not accumulate any additional service time during the period of layoff. During the recall period, the faculty member’s compensation, including benefits, shall cease, but shall be reinstated when recalled with the following exceptions: (i) Medical/Dental/Vision Insurance: COBRA will apply. (ii) Sick Leave: Faculty will retain accrued sick leave but will not accrue additional leave during the period of layoff. Sick leave may not be applied during the lay off period.

  • Recall Procedures A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

  • On Call (a) Employees required to be on-call shall be paid one dollar ($1.00) per hour, or portion thereof. (b) The minimum on-call requirement shall be four (4) consecutive hours. (c) Should the Employer require an employee to have a pager, beeper or a cellular phone available during their on-call period, then all related expenses for such device shall be the responsibility of the Employer.

  • Payroll Procedures ‌ A. The District will continue a 26-equal pay payroll schedule for employees who work at least a 190 day work calendar with paychecks electronically deposited every other Friday in the employee’s choice of a financial institution beginning on a Friday selected by the District. If a Friday pay date falls on a date the District is closed, the paychecks will be electronically deposited no later than the Friday pay date the District is closed unless such Friday is a banking holiday. In such cases, the paychecks will be electronically deposited no later than the last preceding banking day. The District will continue a 22 equal pay payroll schedule for employees who work less than a 190-day work calendar and they will have their payroll checks electronically deposited every other Friday on a Friday selected by the District as provide above for employees who work at least a 190-day work calendar. The District will work with employees who do not have an account with a financial institution to establish an account(s) with the Credit Union to provide for these electronic deposits. B. The Parties recognize the right of the District to require the electronic deposit of all employees’ paychecks as set forth above; however, the District has not mandated such electronic deposits and will not do so without first giving the Union and each affected employee at least forty-five (45) calendar days advance notice of its intent to implement electronic deposits for all employees. The District will work with employees who do not have an account with a financial institution to establish an account(s) with the Credit Union to provide for these electronic deposits. Until such time the District requires electronic deposits of all employees’ paychecks, those employees who do not have electronic deposit will be paid via US Mail so that they receive their mailed paychecks on or soon after the normal Friday pay date. Those employees who select electronic deposit of their paychecks will maintain that means of receiving their pay and may not revert to any other means of being paid. C. The District will implement a paperless payroll effective January 1, 2011 whereas employees will not receive a paper pay stub, but will be able to access payroll stub and other payroll information including their Federal W-2 Annual Earnings Statement by going to a District website location and, after entering their personal password, be able to view and retrieve their individual payroll information as well as being able to view and make some payroll information changes on-line such as the employee’s Federal W-4 Form. Employees who are in need of computer training to be able to access this information will be offered this training at a mutually agreed time during or after their regular working hours. D. The Union is invited to appoint two (2) representatives to provide input on topics that will be addressed by the District’s ad hoc Payroll Advisory Committee. One topic of the ad hoc Payroll Advisory Committee will be to make an annual recommendation to the Chief Operating Officer of the first Friday paycheck date of each school year for employees who are less than 12 month employees. Another topic to be addressed by this ad hoc Committee will be to recommend to the District the best means of communicating in advance with all employee groups the payroll schedules for the ensuing school year. To that end, such Union representatives will be provided a TDE at District expense to attend meetings of this Committee when such meetings are scheduled during regular duty hours.

  • On-Call Duty 11.01 Both parties hereto accept that, in order to provide appropriate service and care to patients/residents/clients, on-call duty hours may be required to be worked by Employees in addition to regular hours. Positions that are designated for on- call duties must be approved by the Employer designate and the Regional Medical Lead of the Employer. During an on-call shift, an Employee may be required to take phone calls or attend on-site at the facility and perform duties if requested. The Employee is therefore required to be available to return to work without undue delay. On-call duty hours are not hours where an Employee is required to be, or remain, on-site at the facility awaiting assignment of work, including coverage of a shift for another employee or resident physician. 11.02 An Employee in a position with approved on-call duties shall not be scheduled to work such duties in excess of seven (7) times averaged over a four (4) week call period (1:4), unless otherwise agreed between the Employee and the Employer. The duration of an on-call shift shall be determined by the Employer, but shall not exceed twenty-four (24) hours. 11.03 An on-call stipend of $200.00 per twenty-four (24) hour on-call shift shall be provided. If two or more Employees split an on-call shift, the on-call stipend payable for that shift will be pro-rated between Employees that split an on-call shift. 11.04 In addition to the on-call stipend, an Employee that is on-call and required by the Employer to return to work shall be paid at time and one-half (1.5x) for all such hours worked. 11.05 Hours of on-call duty and hours worked after being called into work while on-call shall not be included in the calculation of bi-weekly hours of work (or hours of work over four (4) weeks for Part-Time Employees) or overtime hours of work. 11.06 If an Employee is on-call and is called into work for more than four (4) hours, of which more than two (2) full hours is after midnight and before 0600 hours, and the Employee is scheduled to work on a day shift commencing the morning immediately following the on-call shift, the Employer will make a determination of one of the following: (a) the Employee will be assigned administrative (non-clinical) duties during the day shift, and may be permitted to start the day shift at a later time but shall not suffer any loss of pay for the period of the shift that is not worked. (b) where no administrative (non-clinical) duties are considered necessary, the Employee will be rescheduled to commence clinical duties at 1300 but shall not suffer any loss of pay for the period of the shift that is not worked; or (c) where the Employer considers that the duties performed during the on-call shift were particularly onerous, the Employee will not be required to work on the day shift and shall not suffer any loss of pay. 11.07 The duration of a call back to work shall be calculated starting from the time that the Employee arrives at the facility until the time that the Employee is no longer required to be at the facility. Notwithstanding, the Employee shall be paid not less than time and one-half (1.5) hour at straight time for each call back to work, including call backs that are cancelled while the Employee is en route to the facility.

  • Layoff and Recall Procedure a. In the event that a bargaining unit member's position is eliminated or reduced, or the bargaining unit member is bumped, said bargaining unit member shall have the right to bump the bargaining unit member with the least seniority among those bargaining unit members with equal or more scheduled work hours in the classification; provided that said bargaining unit member is qualified for the position. b. Only if no position is available with equal or more scheduled work hours in the classification for which the employee is qualified and for which she is more senior, said bargaining unit member shall have the right to bump the bargaining unit member with lower seniority among those bargaining unit members whose number of work hours in the classification most closely aligns with her original hours; provided that said bargaining unit member is qualified for the position. The bargaining unit member shall have no more than two (2) work days after receipt of her layoff notice or schedule reduction notice to notify the Board in writing of her intention to exercise her right to bump, and the specific position which she intends to bump. If the employee fails to exercise her right to bump within two workdays under this article, she shall be laid off. If the employee exercises her right to bump under this article, the Board shall notify the bargaining unit member within two (2) workdays to verify the effective starting date for the position, and follow up said notification in writing as soon as practicable. c. When a vacancy occurs, bargaining unit members in the classification who are on layoff shall be recalled in the following order: (1) Laid off bargaining unit members in the classification of the vacancy in the order of most seniority first; (2) Laid off bargaining unit members not in the classification of the vacancy in the order of most seniority first, provided that the bargaining unit member is qualified for the job; (3) In no case shall a new employee be hired by the Board while there are laid-off bargaining unit members who are qualified for a vacant or newly-created bargaining unit position.

  • Disputes Procedure 12.1 If a dispute relating to a Script covered by this Agreement arises between a Writer and the BBC which cannot be settled by direct discussion then either party will have the right to refer the issue to a panel which shall consist of the Head of Talent & Rights Negotiation Group the relevant head of the production department and two of the Writer, the Writer’s representative or representative of the Society, the WGGB or the PMA, at the Writer’s election. This clause shall not however be invoked in a manner which might override any other clause in this Agreement or call into question the BBC’s reasonable and proper discretion to accept or reject a Script. 12.2 Any dispute regarding the interpretation of this Agreement or the interpretation of an individual contract between the BBC and a writer of a Script covered by this Agreement which cannot be resolved by discussion between the parties shall be referred to an Arbitration Committee consisting of two representatives of the BBC and any two of the Writer or Writer’s representative or representative of the Society, the Guild or the PMA as the case may be. Failing settlement it shall then be referred to a single Arbitrator mutually acceptable to both sides who shall determine the issue and whose decision shall be binding on both parties. 12.3 Clause 12.2 shall not apply to disputes arising under clause 12.1, 16.1 and 20-25.

  • Referral Procedure Section 4.01 In the interest of maintaining an efficient system of production in the Industry, providing for an orderly procedure of referral of applicants for employment, preserving the legitimate interests of the employees in their employment status within the area and of eliminating discrimination in employment because of membership or non-membership in the Union, the parties hereto agree to the following system of referral of applicants for employment. Section 4.02 The Union shall be the sole and exclusive source of referral of applicants for employment. Section 4.03 The Employer shall have the right to reject any applicant for employment. Section 4.04 The Union shall select and refer applicants for employment without discrimination against such applicants by reason of membership or non-membership in the Union and such selection and referral shall not be affected in any way by rules, regulations, by-laws, constitutional provisions or any other aspect or obligation of Union membership policies or requirements. All such selection and referral shall be in accord with the following procedure. Section 4.05 The Union shall maintain a register of applicants for employment established on the basis of the Classifications and Groups listed below. Each applicant for employment shall be registered in the highest priority Group in the classification or classifications for which he qualifies. GROUP - I. All applicants for employment who have three and one-half (3 1/2) or more years’ experience in the trade, are residents of the geographical area constituting the normal construction labor market, have passed a Journeyman Lineman's examination given by a duly constituted Outside Construction Local Union of the IBEW or have been certified as a Journeyman Lineman by any Outside Joint Apprenticeship and Training Committee, and who have been employed in the trade for a period of at least one (1) year in the last three and one-half (3 1/2) years in the geographical area covered by the collective bargaining agreement. Group I status shall be limited to one Local Union at one time. An applicant who qualifies for Group I in a local union shall be so registered electronically and remain on Group I in that local union unless and until the applicant designates another local union as his or her Group I local union. If an applicant qualifies for Group I status in a local union other than his or her home local union and designates that local as his or her Group I local union, the business manager of the new group 1 status local union shall by electronic means notify the business manager of the applicant’s former Group I status local union.

  • Appeal Procedure The Appeal will be deemed an appeal of the entire Arbitration Award. In conducting the Appeal, the Appeal Panel shall conduct a de novo review of all Claims described or otherwise set forth in the Arbitration Notice. Subject to the foregoing and all other provisions of this Paragraph 5, the Appeal Panel shall conduct the Appeal in a manner the Appeal Panel considers appropriate for a fair and expeditious disposition of the Appeal, may hold one or more hearings and permit oral argument, and may review all previous evidence and discovery, together with all briefs, pleadings and other documents filed with the Original Arbitrator (as well as any documents filed with the Appeal Panel pursuant to Paragraph 5.4(a) below). Notwithstanding the foregoing, in connection with the Appeal, the Appeal Panel shall not permit the parties to conduct any additional discovery or raise any new Claims to be arbitrated, shall not permit new witnesses or affidavits, and shall not base any of its findings or determinations on the Original Arbitrator’s findings or the Arbitration Award.

  • On-Call Pay 1. When a regular, limited-term or probationary employee is assigned on- call duty by the County, the employee shall, whenever practicable, be informed in writing at least five (5) days in advance of the dates and inclusive hours of such assignment; the employee shall be compensated at one-fourth (1/4) of his or her basic hourly rate for the entire period of such assignment. 2. On-call duty requires the employee so assigned to: (1) be reachable by telephone or other communications device; (2) be able to report to work in a reasonable time; and (3) to refrain from activities which might impair his or her ability to perform assigned duties. 3. Employees paid on a sixteen (16) hour shift basis are exempt from these provisions. 4. On-call pay shall not apply to extra help employees unless expressly directed in writing to be on-call.

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