Overtime Equalization Policy Sample Clauses

Overtime Equalization Policy. 1. The purpose of overtime equalization is to ensure that all employees are provided with an equal opportunity in their classification. The overtime equalization will be broken down into three categories, with each category having a specific procedure for assigning overtime.
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Overtime Equalization Policy. The University shall determine the availability of overtime. Good faith efforts will be made to equally distribute all overtime opportunities (both regular and special details overtime) among Bargaining Unit members who are qualified to perform the work assigned, who customarily perform the work assigned and who are available for a pre-scheduled assignment. For the purpose of effecting equal distribution of departmental overtime, the department shall maintain a system of record keeping of overtime worked by Bargaining Unit members. The system will require that reasonable efforts will be made to offer overtime opportunities to all Bargaining Unit members, and, whenever practical, will result in the assignment of overtime to the Bargaining Unit member with the fewest overtime hours beginning on July 1st and running through June 30th. To determine which Bargaining Unit members will be required to work pre-scheduled overtime, the University will post such overtime whenever practical where all Bargaining Unit members have access to sign up for it and will award the overtime using the following procedures: First Priority The member who signs up for the posted overtime and who has the lowest accumulated yearly overtime total to date will be selected to work the overtime. Second Priority If more than one (1) member is needed to fill the overtime posted, then the Bargaining Unit member who signs up for the overtime with the next lowest accumulated yearly overtime total to date will be selected to work the remaining overtime. The dispatcher who volunteers to work all, or the greater portion of the overtime assignment shall be the member selected to work the assignment. If it is determined that a Bargaining Unit member has not been given his/her overtime opportunity, it will be the sole obligation of the University to give preference to such Bargaining Unit member in future overtime assignments to correct the imbalance of opportunity.
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Overtime Equalization Policy. The Medical Center shall determine the availability of overtime. Good faith efforts will be made to equally distribute all overtime opportunities (both regular and special details overtime) among Bargaining Unit members who are qualified to perform the work assigned, who customarily perform the work assigned and who are available for a pre-scheduled assignment. For the purpose of effecting equal distribution of departmental overtime, the department shall maintain a system of record keeping of overtime worked by Bargaining Unit members. The system will require that reasonable efforts will be made to offer overtime opportunities to all Bargaining Unit members. Bargaining unit members shall have the right of first refusal when equalizing overtime pursuant to this section. Other qualified non-bargaining unit staff may be offered the overtime, only after all Bargaining Unit members currently on duty have been offered then declined the opportunity. Bargaining Unit Members may be mandated as a last resort, per the procedure outlined in Section 17.3 herein. If it is determined that a Bargaining Unit member has not been given their overtime opportunity, it will be the sole obligation of the Medical Center to give preference to such Bargaining Unit member in future overtime assignments to correct the imbalance of opportunity.
Sample 1
Overtime Equalization Policy. The following criteria outlines the procedures to be utilized in all occurrences of overtime assignment, except as described in 10.4, 10.5 and 10.6.B.1. It is understood that overtime equalization attempts to maintain a balance of overtime opportunities for all eligible employees as outlined in this section.
Sample 1

Related to Overtime Equalization Policy

  • Vacation Policy The Executive shall be entitled to a paid vacation of four weeks during each year of the Term.

  • Overtime Equalization The assignment of overtime shall be reasonably equalized within classifications. The normal maximum hours officers will be scheduled is (15) fifteen hours. Upon field training competition, probationary officers will begin their total overtime hours on the overtime equalization chart at the average of all members within the officer classification. An overtime equalization chart shall be maintained within the department. The chart shall list all overtime offers and each officer’s declined and accepted hours for each particular offer. Each time an officer is offered overtime, the number of overtime hours worked, or the number of hours declined, will be credited to officer’s chart. The overtime equalization chart shall be posted monthly.

  • Promotion Policy The Director of Human Resources, upon request of an appointing authority, shall determine whether an examination is to be called on a promotional basis.

  • Retention Policy City shall retain ten percent (10%) of the amount due for Required Services detailed on each invoice (the “holdback amount”). Upon City review and determination of Project Completion, the holdback amount will be issued to Consultant.

  • Termination Policy (A) MCHCP may terminate a public entity for any of the following reasons:

  • Non-Discrimination Policy State-Federal Law

  • Program Benefits Under the Probation Status, the Participating Contractor will be eligible for all contractor incentives, its customers will have access to financing offered through the Program, and income- eligible households will be eligible to receive Program incentives.

  • Union Policy Grievance The Union may institute a grievance consisting of an allegation of a general misinterpretation or a violation by the Employer of this Agreement in writing at Step Number 2 of the grievance procedure, providing that it is presented within ten (10) working days after the circumstances giving rise to the grievance have originated or occurred. However, it is expressly understood that the provisions of this clause may not be used to institute a grievance directly affecting an employee or employees which such employee or employees could themselves initiate as an individual or group grievance and the regular grievance procedure shall not be thereby bypassed.

  • NO LEMON POLICY This Agreement provides that following the expiration of the term of the Covered Product’s manufacturer’s warranty, and subject to Our Limit of Liability, after three (3) service repairs have been completed for the Covered Product for the same problem, as determined in Our sole discretion, in lieu of performing a fourth (4th) repair on the Covered Product, We may replace it with a product of like kind or similar features, or issue a check to You in an amount not to exceed the remaining limit of liability as determined in accordance with the section titled “LIMIT OF LIABILITY.” If We replace the Covered Product, all Our obligations for the Covered Product under this Agreement terminate.

  • Vacation Credits All employees shall participate in the County’s Terminal Pay Plan (Plan). However, only the terminal paychecks (including unused vacation) of those employees who have reached the age of fifty-five (55) shall be placed into the Plan. These terminal paychecks shall be placed into the Plan on a pre-tax basis in accordance with the Plan, all applicable laws and all rules and regulations applicable to the Plan.

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