Common use of Overtime Equalization Clause in Contracts

Overtime Equalization. When overtime work is scheduled by the Company, it shall be distributed in an equalized manner amongst the employees in the classification usually performing such work. The Company retains the exclusive right to determine when an overtime opportunity will be performed. The Company recognizes the equity of maintaining minimum differentials in the overtime hours amongst all employees within the classification. The opportunity for overtime work shall first be offered to employees within the classification who are at work at the time of the scheduling, and thereafter to employees within the classification who are not at work at the time of the scheduling. If no employee volunteers for the overtime assignment, the Company has the right to offer the overtime opportunity to employees in another classification. Where the overtime opportunity is mistakenly given to an employee outside the classification because the Company did not canvas all available employees in the classification where the opportunity arose, the employee who should have received the overtime opportunity shall be paid as if he or she had worked the overtime opportunity. The with the least credited overtime hours in the classification will be offered the overtime opportunity first. An employee who is absent from work at the time of the scheduling will not be considered available for the overtime opportunity. Should the employee return to his or her work prior to the end of the shift in which the overtime opportunity was scheduled, he or she shall be considered for the overtime opportunity. If no employee volunteers to accept the overtime hours, the Company shall have the right to assign overtime to qualified employees who possess the least seniority until the necessary complement is reached. If required to work mandatory overtime a meal ticket valued at twenty dollars ($20.00) will be provided. An employee placed on an overtime roster because of hire, recall or transfer in the classification is to be charged with the average number of hours assigned the employees within the same classification. The average number of hours shall be determined by totalling the number of overtime hours charged to a classification in the department roster and dividing the total number of employees on the roster that are in the classification. The Company has the right to take into consideration the safety aspect of scheduling overtime. As long as full-time employees are available and willing to work the overtime as required, probationary employees will not be allowed to work overtime until they have completed the first forty-five (45) days of employment. Thereafter, they will be available for overtime as long as the employee has acquired the skills and ability to perform the assigned duties related to their classification. Among those employees who have completed between forty-six (46) and ninety (90) days of employment with the Company and who are deemed to have the skills and ability to perform the assigned duties related to their classification, overtime shall be offered in an equalized manner amongst the employees in the classification usually performing that work. At the completion of an employee’s probationary period, they will be added to the overtime roster.

Overtime Equalization. When Whenever a need for shift coverage occurs, that need shall be presented to bargaining unit members in the following order. The need shall first be presented to part-time bargaining unit members who would not incur overtime work is scheduled by working the Companyavailable time according to seniority utilizing a rotating seniority list. If no part-time bargaining unit member who would not incur overtime by working the available time accepts the overtime opportunity, it shall be distributed in an equalized manner amongst presented to full-time bargaining unit members according to seniority utilizing a rotating seniority list. If no full- time bargaining unit member agrees to the employees in the classification usually performing such work. The Company retains the exclusive right to determine when an overtime opportunity will be performed. The Company recognizes the equity of maintaining minimum differentials in the overtime hours amongst all employees within the classification. The opportunity for overtime work shall first overtime, it may be offered to employees within part-time bargaining unit members who would incur overtime by working the classification who are at work available time according to seniority utilizing a rotating seniority list. The full-time employee rotating seniority lists shall operate as follows. The list shall be initially arranged according to seniority. When a need arises, the person at the time top of the schedulinglist is contacted. If that person accepts the assignment, declines or cannot be reached, that person is moved to the bottom of the list and thereafter the next most senior person is called. This process shall continue until the assignment is filled, everyone on the list declines or everyone on the list has been called. At the next overtime need, the list shall begin with the employee where it left off on the previous need. The part-time employee rotating seniority lists shall operate as follows. The list shall be initially arranged according to employees within seniority. When a need arises, the classification who are not at work person at the time top of the schedulinglist is contacted. If no employee volunteers for that person would incur overtime, declines, is eligible and accepts or cannot be reached, that person is moved to the overtime assignment, the Company has the right to offer the overtime opportunity to employees in another classification. Where the overtime opportunity is mistakenly given to an employee outside the classification because the Company did not canvas all available employees in the classification where the opportunity arose, the employee who should have received the overtime opportunity shall be paid as if he or she had worked the overtime opportunity. The with the least credited overtime hours in the classification will be offered the overtime opportunity first. An employee who is absent from work at the time bottom of the scheduling will not be considered available for list and the overtime opportunitynext most senior person is called. Should the employee return to his or her work prior to the end of the shift in which the overtime opportunity was scheduled, he or she This process shall be considered for the overtime opportunity. If no employee volunteers to accept the overtime hours, the Company shall have the right to assign overtime to qualified employees who possess the least seniority continue until the necessary complement assignment is reached. If required to work mandatory overtime a meal ticket valued at twenty dollars ($20.00) will be provided. An employee placed on an overtime roster because of hirefilled, recall or transfer in the classification is to be charged with the average number of hours assigned the employees within the same classification. The average number of hours shall be determined by totalling the number of overtime hours charged to a classification in the department roster and dividing the total number of employees everyone on the roster that are in list declines, is ineligible or everyone on the classificationlist has been called. The Company has the right to take into consideration the safety aspect of scheduling overtime. As long as After full-time employees are available and willing to work have been offered the overtime, the part-time employee list shall again be used with everyone on the list, regardless of overtime as requiredstatus, probationary employees will not be allowed to work overtime until they have completed being eligible for the first forty-five (45) days of employment. Thereafter, they will be available for overtime as long as the employee has acquired the skills and ability to perform the assigned duties related to their classification. Among those employees who have completed between forty-six (46) and ninety (90) days of employment with the Company and who are deemed to have the skills and ability to perform the assigned duties related to their classification, overtime shall be offered in an equalized manner amongst the employees in the classification usually performing that workovertime. At the completion of an employee’s probationary periodnext overtime need, they will be added to the overtime rosterlist shall begin with the employee were it left off on the previous need.

Overtime Equalization. When Where an employee has been credited with an incorrect number of hours (higher or lower) for the purpose of overtime work equalization, it is scheduled the responsibility of the employee to notify the Supervisor (Supervisor) in writing that the employee feels the hours are incorrect, what the correct hours should be and why before the signup deadline as established by the Company, it shall be distributed in an equalized manner amongst the employees in the classification usually performing such work. The Company retains the exclusive right to determine when an overtime opportunity Supervisor (Supervisor) will investigate and any corrections will be performedtaken into account when selecting the appropriate employees to work the overtime. The Company recognizes If the equity of maintaining minimum differentials in the overtime hours amongst all employees within the classification. The opportunity for overtime work shall first credited are found to be offered to employees within the classification who are at work at the time of the schedulingincorrect, and thereafter to employees within the classification who and, if they are not at work at revised before the time of the scheduling. If no employee volunteers for the actual overtime assignment, the Company has the right to offer the overtime opportunity to employees in another classification. Where the overtime opportunity shift is mistakenly given to an employee outside the classification because the Company did not canvas all available employees in the classification where the opportunity aroseworked, the employee who should have received was wrongly denied the opportunity to work overtime opportunity shall will be paid as if he or she had worked the overtime opportunitytime in question at the applicable rate. The with Errors in credited hours identified by an employee and brought to the least credited overtime hours in attention of the classification Supervisor (Supervisor) after the signup deadline will be offered adjusted the overtime opportunity firstfollowing week. An August 23, 1999 Subject: Advances Against Disability Income The Company and the Union agree that where an employee who is absent from work has filed for Weekly Indemnity or W.S.I.B. benefits, and have not received payment within 2 weeks after filing the claim, at the time of the scheduling will not be considered available for the overtime opportunity. Should the employee return to his or her work prior to the end of the shift in which the overtime opportunity was scheduled, he or she shall be considered for the overtime opportunity. If no employee volunteers to accept the overtime hoursemployees request, the Company shall have will advance the right to assign overtime to qualified employees who possess the least seniority until the necessary complement is reached. If required to work mandatory overtime employee a meal ticket valued at twenty maximum of four hundred dollars ($20.00400.00) per week for a maximum period not to exceed the date on which the claim is paid, or, if disallowed, the date on which the employee was advised that their claim has been disallowed. In order to receive this advance, the employee must agree to assign their Weekly Indemnity, W.S.I.B. or Employment Insurance benefit payments to the Company, or make other arrangements suitable to the Company for repayment of the advance, until the full advance is repaid. The employee must also sign a waiver that would allow the Company to deduct this advance from their pay upon return to work, in the event that their benefits are denied or that they have not otherwise repaid the advance. Where the advance is repaid through deductions from the employees pay, the deductions will commence with the first pay received after return to work, and the maximum weekly deduction will be provided$90.00 per week until the full advance is repaid. An employee placed on an overtime roster because November 29th, 1996 SUBJECT: Benefits for Common-law Spouse It is agreed between the parties that the common-law spouses/same sex partner of hire, recall or transfer in the classification is any seniority employees will be eligible to be charged with treated as dependents for all group insurance purposes, once the average number of hours assigned the employees within the common-law/same classification. The average number of hours shall sex relationship can be determined by totalling the number of overtime hours charged to a classification in the department roster and dividing the total number of employees on the roster that are in the classification. The Company has the right to take into consideration the safety aspect of scheduling overtime. As long as full-time employees are available and willing to work the overtime as required, probationary employees will not be allowed to work overtime until they have completed the first forty-five (45) days of employment. Thereafter, they will be available for overtime as long as the employee has acquired the skills and ability to perform the assigned duties related to their classification. Among those employees who have completed between forty-six (46) and ninety (90) days of employment with the Company and who are deemed shown to have the skills and ability to perform the assigned duties related to their classificationexisted for more than one year. October 3, overtime shall be offered in an equalized manner amongst the employees in the classification usually performing that work. At the completion of an employee’s probationary period, they will be added to the overtime roster.2002

Overtime Equalization. When This Article is intended to provide the basis for computing overtime. Payment of any premiums under this Agreement whether overtime work or otherwise, shall not be duplicated for the same hours worked. To the extent that hours are compensated for at an overtime rate under one provision of this Agreement, they shall not be counted as hours worked in determining overtime under the same or any other provisions of this Agreement. The Union agrees when overtime is scheduled by that it will not discourage employees from working the overtime. Whenever the Company requests employees to work overtime, employees so requested shall co-operate with the Company, it . The opportunity to work overtime within a department shall be distributed offered to and equalized amongst employees normally engaged in the work in so far as is possible subject to the following conditions: Overtime will first be offered to with the least amount of accumulated overtime hours within the classification within the department if applicable. In the event there are insufficient volunteers for overtime as above, employees within the department who are able to perform the work will be offered the opportunity to work overtime. Scheduled opportunity for overtime not filled in accordance with A B above will be filled by employees selected on the basis of ability to perform the normal requirements of the job and where practicable the least amount of overtime hours for the purposes of equalization. All overtime hours offered, whether worked or refused, shall be recorded for purposes of overtime opportunity. Hours shall be recorded based on hours paid or hours which would have been paid had the worked the hours which were offered. Hours worked outside an employee’s home department shall be recorded as worked within the home department for equalization purposes. Overtime records shall be posted within the department and shall be updated on The Union will be given a copy of the overtime records for each department as they are updated on a weekly basis. When an employee is absent for any reason the employee forfeits any right to such distribution of overtime for period of time involved in such absence. Overtime if available to employees who are absent will be recorded as having the opportunity to work. Scheduled hours of overtime on Saturday’s, Sunday’s Holidays (Statutory) will not exceed hours in a day except in emergency situations. So far as is practicable, overtime will be equalized manner amongst within a three (3) month period. In a bid or bump situation an employee transferred into a department, for equalization purposes, will assume to have the employees average hours of overtime in the classification usually performing such workwithin the department. There shall be no duplication or pyramiding of overtime or premium pay. The Company retains will not schedule overtime to avoid the exclusive right recall of employees unless there would not be enough work to determine when an overtime opportunity will be performedkeep the recalled employees working for at least two (2) months. The Company recognizes the equity desirability of maintaining minimum differentials in the overtime hours amongst all employees within the classification. The opportunity for overtime full work shall first be offered to employees within the classification who are at work at the time of the scheduling, and thereafter to employees within the classification who are not at work at the time of the scheduling. If no employee volunteers for the overtime assignment, the Company has the right to offer the overtime opportunity to employees in another classification. Where the overtime opportunity is mistakenly given to an employee outside the classification because the Company did not canvas all available employees in the classification where the opportunity arose, the employee who should have received the overtime opportunity shall be paid as if he or she had worked the overtime opportunity. The with the least credited overtime hours in the classification will be offered the overtime opportunity first. An employee who is absent from work at the time of the scheduling will not be considered available for the overtime opportunity. Should the employee return to his or her work prior to the end of the shift in which the overtime opportunity was scheduled, he or she shall be considered for the overtime opportunity. If no employee volunteers to accept the overtime hours, the Company shall have the right to assign overtime to qualified employees who possess the least seniority until the necessary complement is reached. If required to work mandatory overtime a meal ticket valued at twenty dollars ($20.00) will be provided. An employee placed on an overtime roster because of hire, recall or transfer in the classification is to be charged with the average number of hours assigned the employees within the same classification. The average number of hours shall be determined by totalling the number of overtime hours charged to a classification in the department roster and dividing the total number of employees on the roster that are in the classification. The Company has the right to take into consideration the safety aspect of scheduling overtime. As long as full-time employees are available and willing to work the overtime as required, probationary employees will not be allowed to work overtime until they have completed the first forty-five (45) days of employment. Thereafter, they will be available for overtime as long as the employee has acquired the skills and ability to perform the assigned duties related to their classification. Among those employees who have completed between forty-six (46) and ninety (90) days of employment with the Company and who are deemed to have the skills and ability to perform the assigned duties related to their classification, overtime shall be offered in an equalized manner amongst the employees in the classification usually performing that work. At the completion of an employee’s probationary period, they will be added to the overtime rosterweeks.

Overtime Equalization. When The purpose of this section is to equalize the overtime work is hours among qualified employees by Section. The employees shall be charged on the overtime equalization list in black with all overtime hours paid. Employees on such list who refuse offered overtime shall be charged with all hours he/she could have been paid in red. Time recorded on the overtime equalization list shall include all time an employee works outside of their regularly scheduled shift. Each Section shall establish a roster by classification of employees for overtime assignments. Employees shall be placed on the Companylist in seniority order initially. Those employees who want overtime assignments shall sign the roster; then as an overtime assignment occurs, it shall be distributed in an equalized manner amongst first offered to the employees in first employee on the classification usually performing such list who is qualified to perform the work. The Company retains In the exclusive right to determine when an overtime opportunity will be performed. The Company recognizes event that the equity of maintaining minimum differentials in employee refuses or cannot work the overtime, the Employer shall offer the overtime hours amongst all employees to the next qualified employee on the list, and so forth, until the assignment is filled. In the event that no one wants to or is able to work the assignment, from within the classification, the Employer may then offer the assignment to a qualified employee from within that section using the same type of overtime list by seniority. The opportunity for overtime work shall first be offered to employees In the event no employee within the classification who are at Section (as defined in Article 10, Section 5) is able to work at the time of assignment, management can offer the scheduling, and thereafter assignment to employees within any qualified unit personnel. All overtime worked will be charged to the classification who are not at work at employee’s home list for the time of the schedulingequalization purposes. If Should there be no employee volunteers for the overtime assignment, the Company has the right to offer the overtime opportunity to employees in another classification. Where the overtime opportunity is mistakenly given to an employee outside the classification because the Company did not canvas all available employees in the classification where the opportunity arose, the employee who should have received the overtime opportunity shall be paid as if he or she had worked the overtime opportunity. The with the least credited overtime hours in the classification will be offered the overtime opportunity first. An employee who is absent from work at the time of the scheduling will not be considered available for the overtime opportunity. Should the employee return to his or her work prior to the end of the shift in which the overtime opportunity was scheduled, he or she shall be considered for the overtime opportunity. If no employee volunteers to accept the overtime hours, the Company shall have the right to assign overtime to qualified employees who possess the least seniority until the necessary complement is reached. If required to work mandatory overtime a meal ticket valued at twenty dollars ($20.00) will be provided. An employee placed on an overtime roster because of hire, recall or transfer in the classification is to be charged with the average number of hours assigned the employees within the same classification. The average number of hours shall be determined by totalling the number of overtime hours charged to a classification in the department roster and dividing the total number of employees on the roster that are in the classification. The Company has the right to take into consideration the safety aspect of scheduling overtime. As long as full-time employees are available and willing job classification will be required to work the overtime. Management will make reasonable effort to distribute overtime as requiredassignments equally when choosing someone outside the section. If for some reason, probationary no employees voluntarily sign up for over- time, or in the event that no person in that job classification is available who signed the voluntary overtime roster, then the overtime will be assigned to the least senior qualified employee in the job classification. Any overtime of less than one (1) hour will not affect the overtime roster. In the event of a transfer to another Section or reinstatement to the overtime list, the employee, if he/she desires, shall have his/her name placed in the center of the overtime roster. The same procedure shall apply if the employee is returned to his/her former Section. New overtime equalization lists shall be established on the first work day in January for the duration of this Contract. Should an employee desire to have his/her name removed from the equalization list, such employee may not request to have his/her name reinstated until three (3) months after the date of the employee's most recent request to have his/her name removed from the overtime equalization list. Between planting and harvesting seasons the eight (8) hour maximum for overtime assignments shall be waived for farm operators; but each overtime assignment shall still remain a onetime assignment, regardless of the duration. Collections and Irrigation Operators (working 12 hours shifts) When it is necessary to fill two (2) hours or less bordering a shift change, the employer will utilize the overtime equalization list to cover hours. Article 2 Section 3B (Minimum Call In) will not apply to Collections & Irrigation Operations in filling the two (2) hours or less bordering a shift change. If the employees decline, then the employer will follow the overtime equalization process. Pre-scheduled overtime will be based on the overtime equalization list of the time of scheduling and any overtime assignment which between the time of scheduling pre-scheduled overtime and any other overtime assignment will not affect the pre-scheduled overtime assignment. Pre-scheduled overtime is defined as overtime which must be scheduled in advance; for example, overtime assignments to cover week-ends and holidays. The overtime equalization list shall not be used when an employee is held over at the end of a shift to complete an assignment (of less than four (4) additional hours duration) but such time worked shall be recorded on the overtime equalization list. The Employer will be allowed to work call employees on vacation, but an employee on vacation who refuses overtime until they will not have completed that refusal charged against them. The Employer will offer training to all Operations Maintenance Mechanics for the first forty-five (45) days of employment. ThereafterCollection System Operator work, they such training will be available for overtime as long as offered at the employee has acquired the skills and ability to perform the assigned duties related to their classification. Among those employees who have completed between forty-six (46) and ninety (90) days of employment with the Company and who are deemed to have the skills and ability to perform the assigned duties related to their classification, overtime shall be offered in an equalized manner amongst the employees in the classification usually performing that work. At the completion of an employeeEmployer’s probationary period, they will be added to the overtime rosterdiscretion.

Overtime Equalization. The following rules shall apply to overtime opportunity equalization: (a) The equalization groups shall be by job classification of qualified employees. (b) The Department Head may designate to the supervisor in charge of the shift the responsibility of calling the bargaining unit members based on the board computations of overtime credits. If the bargaining unit employee is unavailable to accept the call, the supervisor in charge shall credit that member with overtime refused for the assignment requested after reasonable effort to contact and may proceed through the roster. In case of equal hours credited, the most senior employee will be offered overtime first. (c) A bargaining unit employee who is offered but refuses overtime assignments shall be credited on the roster with the amount of hours refused. If a bargaining unit employee is ordered to work overtime after refusing, he shall be credited with only the hours worked. (d) Overtime hours worked after the end of a shift for completion of an ongoing assignment emergency overtime and overtime hours resulting from off-duty court time, shall not be recorded nor included in overtime opportunity equalization calculation. (e) When overtime work is scheduled by the CompanyCity requires overtime, it shall provide employees reasonable notice before scheduling it. The City shall first request qualified volunteers. If more employees are still needed, the City shall then assign the least senior qualified employee(s) to perform the work. (f) In some cases, when the task to be distributed in performed requires a unique skill possessed by certain employees, the City may assign overtime without regard to volunteers or seniority. (g) When a bargaining unit member’s name comes up on the roster while the member is on vacation, compensatory time, bereavement leave, or is at an equalized manner amongst approved school, he shall not be charged on the employees roster for the hours he could have worked had he been available. (h) Where there are errors in the classification usually performing such work. The Company retains distribution of overtime opportunities, as determined by agreement between the exclusive right to determine when an overtime opportunity shift xxxxxxx and the Department Head, the City will be performed. The Company recognizes given the equity of maintaining minimum differentials reasonable opportunity to correct the error by granting to any employee who was missed the next opportunity for overtime within his overtime group. (i) Persons assigned to a forty (40) hour shift such as the EMSC and the FPO, are not eligible for shift overtime assignments and will not be included in the overtime hours amongst all employees within equalization rotation. In the classification. The opportunity for overtime event that shift personnel are going to be forced to work persons assigned to a forty (40) hour shift such as the EMS / Training Coordinator and the FPO shall first be offered to employees within the classification who are at work at the time of the scheduling, and thereafter to employees within the classification who are not at work at the time of the scheduling. If no employee volunteers for the overtime assignment, the Company has the right to offer the overtime opportunity to employees in another classification. Where the overtime opportunity is mistakenly given to an employee outside the classification because the Company did not canvas all available employees in the classification where the opportunity arose, the employee who should have received the overtime opportunity shall be paid as if he or she had worked the overtime opportunity. The with the least credited overtime hours in the classification will be offered the opportunity to work the shift. Overtime will be paid at a 48-hour rate provided that the overtime opportunity first. An employee who is absent from outside of their normal work at the time of the scheduling schedule. (j) “Call In” Overtime for emergency purposes (e.g., active incidents such as fires, natural disasters, mass casualty incidents, etc.) will not be considered available for recorded on the equalization board if offered but not worked. If the call-in overtime is worked, it will be recorded on the overtime opportunity. Should the employee return to his or her work prior to the end of the shift in which the overtime opportunity was scheduled, he or she shall be considered for the overtime opportunity. If no employee volunteers to accept the overtime hours, the Company shall have the right to assign overtime to qualified employees who possess the least seniority until the necessary complement is reached. If required to work mandatory overtime a meal ticket valued at twenty dollars ($20.00) will be provided. An employee placed on an overtime roster because of hire, recall or transfer in the classification is to be charged with the average number of hours assigned the employees within the same classification. The average number of hours shall be determined by totalling the number of overtime hours charged to a classification in the department roster and dividing the total number of employees on the roster that are in the classification. The Company has the right to take into consideration the safety aspect of scheduling overtime. As long as full-time employees are available and willing to work the overtime as required, probationary employees will not be allowed to work overtime until they have completed the first forty-five (45) days of employment. Thereafter, they will be available for overtime as long as the employee has acquired the skills and ability to perform the assigned duties related to their classification. Among those employees who have completed between forty-six (46) and ninety (90) days of employment with the Company and who are deemed to have the skills and ability to perform the assigned duties related to their classification, overtime shall be offered in an equalized manner amongst the employees in the classification usually performing that work. At the completion of an employee’s probationary period, they will be added to the overtime rosterequalization board.