Overtime Grievances Clause Samples

The Overtime Grievances clause establishes a formal process for employees to raise concerns or disputes related to overtime work, such as disagreements over overtime assignments, pay, or scheduling. Typically, this clause outlines the steps employees must follow to file a grievance, including timelines for submission and escalation procedures, and may specify the roles of management and union representatives in resolving the issue. Its core function is to provide a clear and structured mechanism for addressing and resolving overtime-related disputes, thereby promoting fairness and minimizing workplace conflict.
Overtime Grievances. Where the Union alleges through the filing of a grievance the Region has failed to call in the proper employee to perform the overtime, the Region will pay the employee in accordance with the premium provisions of the Collective Agreement. The employee shall not be required to work or otherwise make up any hours, or have their position on the overtime rotation changed or adjusted. The Region will pay the employee who should have been called to perform the overtime work only if that employee has grieved the lost opportunity. The Region will not pay any employee who was not actually missed for the overtime.
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Overtime Grievances. During the course of the 1996 negotiations the Region and the Union discussed the high number of grievances arising out of the distribution of overtime. The Region and the Union negotiated new language in Article 19.01 c) setting out a rotational system of overtime distribution. While the Region and the Union continue to share an expectation that the agreed language will greatly reduce the number of overtime grievances, the parties have agreed as follows: Where the Union alleges through the filing of a grievance the Region has failed to call in the proper employee to perform the overtime, the Region will pay the employee in accordance with the premium provisions of the Collective Agreement. The employee shall not be required to work or otherwise make up any hours, or have their position on the overtime rotation changed or adjusted. The Region will pay the employee who should have been called to perform the overtime work only if that employee has grieved the lost opportunity. The Region will not pay any employee who was not actually missed for the overtime.
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Overtime Grievances. If the basis of a grievance is that the City failed to offer a Member an opportunity to work overtime, and the Member(s) was eligible and available at the time they should have been called, the parties agree to the following: 1. Within 90 days of resolution, the grievant(s) may elect to work overtime at a time mutually agreeable between the Member and the Fire Chief. 2. The Member will have those hours added to their yearly total ▇▇▇▇▇▇▇ overtime hours. 3. Overtime worked either prior to resolution of the grievance or FLSA overtime worked subsequent to the resolution shall not be counted toward settlement of the grievance. 4. The Member will work a block of time equal to the missed block of time, performing normal job duties which may be modified by mutual agreement of the grievant(s) and the Fire Chief. 5. The Member working missed overtime may be included towards minimum staffing. 6. The provisions of this section do not apply when the denial of overtime was intentional.
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Overtime Grievances. During the course of the 1996 negotiations the Region and the Union discussed the high number of grievances arising out of the distribution of overtime. The Region and the Union negotiated new language in Article
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Related to Overtime Grievances

  • Employee Grievances (a) Grievances on behalf of employees shall be handled as follows:

  • Grievances SECTION 1 For the purposes of this Agreement, a grievance shall be defined as: Any complaint by a teacher covered by this Agreement that: (1) the teacher has been subject to a violation, inequitable application, or misinterpretation of a specific provision of this Agreement, or (2) the teacher has been subjected to an unfair or discriminatory act contrary to established policy and practice. SECTION 2 The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise affecting the welfare or working conditions of teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of this procedure. SECTION 3 Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with an appropriate member of the administration and to have the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment above level one and to state its views. If the teacher so chooses, a representative of the Association may be present at level one. The grievant may not elect to have anyone other than the exclusive bargaining representative present or to represent him/her during the grievance/arbitration procedure without the express written consent of the Association. The Association must be notified of the outcome of any level one grievance at which an Association representative is not present. SECTION 4 No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Department of the Town of Needham for any teacher involved in presenting such grievance. SECTION 5 Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. For grievances and arbitration time limits, "days" shall be defined as days within the work year for teachers when students are in scheduled classes, including part-days and exam days. The time limits specified may be extended only by mutual agreement. It is understood and agreed that no grievance, dispute, misunderstanding, or difference between the parties arising out of the acts which occurred prior to the execution to this Agreement shall be submitted to the Committee under the provisions of this Article. It is understood that any grievances pending at the conclusion of the contract will remain operative in the subsequent contract period unless settled in negotiations. A teacher may contact the Association at any time prior to or during the grievance procedure. SECTION 6 If at the end of twenty (20) days next following either the occurrence of any grievance or the date when the teacher should reasonably have had first knowledge of its occurrence, whichever is later, the grievance shall not have been presented at Level One, as set forth below, the grievance shall be deemed to have been waived. The Superintendent or designee will respond in writing within ten (10) days of the Level Two meeting. SECTION 7 If there is a grievance which directly affects a group or class of teachers or is of a general nature, the Association may submit such a grievance in writing directly to the level of administration having the appropriate authority to resolve said grievance. SECTION 8 A grievance not initiated within the time specified shall be deemed waived. Failure of the teacher filing the grievance to appeal a decision within the time limit specified will mean that the grievance shall be considered settled on the basis of the decision last made and shall not be eligible for further appeal. Failure of the School Committee to answer an appeal within the time limit specified shall mean that the appeal may be taken to the next step immediately. The above limitations may be waived by mutual agreement of the parties. SECTION 9 In the event a grievance is filed on or after June l which, if left unresolved until the beginning of the following school year could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable. SECTION 10 The School Committee will, upon request, provide the Association with copies of any documents in its possession including approved minutes of the School Committee which may be necessary for the Association to process grievances under the Agreement.

  • Policy Grievances ‌ Where either party to this agreement disputes the general application, interpretation or alleged violation of an article of this agreement, the dispute shall be discussed initially with the Board of Directors Human Resources Representative (or designate) or the Union within 30 calendar days of the occurrence. Where no satisfactory agreement is reached, either party, within a further 14 calendar days, may submit the dispute to arbitration, as set out in Article 9 of this agreement.

  • Group Grievances No more than five (5) grievants will be permitted to attend grievance meetings.

  • Union Grievances 4/8/1 Union officers and grievance representatives who are members of the bargaining unit shall have the right to file and process a grievance when any provision of this Agreement has been violated or when the Employer interpretation of the terms and provisions of this Agreement lead to a controversy with the Union over application of the terms or provisions of this Agreement. Such grievances must be designated as Union grievances at the initial step and must comply with the time limits previously set forth in this Article.