Overtime Equalization Policy Sample Clauses

Overtime Equalization Policy. 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: 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 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. A. The most senior employee will initiate the equalization of overtime, upon the establishment of a new volunteer list. B. A weekly list displaying overtime opportunities recorded by volunteers is to be posted. C. Overtime opportunities are to be assigned to those volunteers who have the least amount of overtime opportunities recorded. Overtime opportunity is defined as the hours assigned/offered for overtime. D. Based on the number of employees required for overtime work, the same number with the least amount of overtime opportunity recorded shall be offered the opportunity first, then proceeding upward to the next employee with the least amount of overtime until the desired number of employees is attained. Should an eligible employee establish/be determined to have been overlooked or passed up (excepting for 10.6.B), within ten (10) working days, the employee shall be offered an available non-emergency opportunity working the same number of hours the employee lost. If management fails to provide this opportunity within the time limits specified above, the employee shall be compensated for the hours lost, based on the maximum number of hours worked by individuals assigned the opportunity. For the purposes of this section, the term “non-emergency opportunity” shall mean work which would otherwise not have normally been assigned to the affected employee (i.e. emergency work, normal equalization assignment). E. Overtime opportunity shall be recorded in the following situations: 1) The actual amount of overtime hours worked by the employee, including call-in-pay. 2) When an overtime opportunity is refused, the maximum number of hours worked by the individuals accepting the opportunity will be recorded. Example: If an employee who accepted overtime opportunity worked 7 hours, all those who refused the same opportunity will be recorded with 7 hours as well. 3) When an employee is called but not contacted, for work outside of the employee’s division, the opportunity will be treated as a lost opportunity, F. Any employee not on the volunteer list is not eligible for measurement for overtime opportunity and has no grounds for equalization. G. Nothing in this ...
Sample 1
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

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.

  • Standard Company Benefits Executive shall be entitled to participate in all employee benefit programs for which Executive is eligible under the terms and conditions of the benefit plans that may be in effect from time to time and provided by the Company to its employees. The Company reserves the right to cancel or change the benefit plans or programs it offers to its employees at any time.

  • Customary Fringe Benefits Executive will be eligible for all customary and usual fringe benefits generally available to executives of Company subject to the terms and conditions of Company’s benefit plan documents. Company reserves the right to change or eliminate the fringe benefits on a prospective basis, at any time, effective upon notice to Executive.

  • Distribution Policy Notwithstanding any other provision of this Agreement, distributions will be made only to Member(s) with positive Adjusted Capital Account Balances (calculated following all allocations for the period ending immediately prior to the distribution) and then to each such Member only to the extent of such Member’s positive Adjusted Capital Account Balance.

  • Benefits; Vacation Employee shall be eligible to receive all benefits as are available to similarly situated employees of Employer generally, and any other benefits that Employer may, in its sole discretion, elect to grant to Employee from time to time. In addition, Employee shall be entitled to four (4) weeks paid vacation per year, which shall be pro-rated for the first partial year of employment and shall accrue in accordance with Employer’s policies applicable to similarly situated employees of Employer.

  • 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.

  • Company Benefits Subject to the satisfaction of the general rules for eligibility and participation under the Company’s standard employee benefit plans and practices, Executive shall be allowed to participate in the Company’s standard employee benefit plans and practices which may be in effect from time to time during the term of Executive’s employment and are provided by the Company to its employees generally. Such participation shall be governed by the applicable plan documents, and the Company reserves the right, in its discretion, to amend, modify, or discontinue any benefit plan or practice.

  • 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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