Overtime Non-Exempt Employees. The employer shall not require an employee covered by this agreement to work overtime except as essential to the provision of service, which is defined as a need, if not fulfilled, that jeopardizes the security, safety and/or the orderly operation of the institution, staff, inmates or public. This includes the xxxxxxx of a post that requires post certification. This provision also includes emergencies, which are unforeseen circumstances, that threaten the safety and security of the public, inmates, employees and/or property. All employees will have a minimum of eight hours between shifts. Example: In the course of working overtime, an employee shall not be required to work more than 16 hours straight. It is understood that part-time employees' work hours would normally be increased before scheduling overtime for full-time employees. With mutual agreement, employees in non-exempt positions except correctional officers may accrue compensatory time at the rate of one and one-half times.
Subsection 1 Standard 8-hour work day – 40-hour work week. "Nonexempt" employees, as defined by the Labor Standards Division of the Department of Labor and Industry, State of Montana, shall be paid as follows:
Overtime Non-Exempt Employees. Overtime shall be compensated for at the rate of one and one-half (1½) times the regular rate of pay for all time worked beyond the normal or scheduled work shift (8, 9, 10); provided however, all additional overtime after twelve (12) consecutive hours shall be paid at double (2X) the employee’s regular rate of pay (except as noted in the 12/40 alternative staffing pattern or the Twelve hour innovative weekend schedule addendums). The regular rate of pay shall include shift differential and any special service premium. Paid Time Off, and all other categories of paid absences will be excluded as time worked from the determination of the obligation to pay overtime and the calculation of the overtime. The calculation of double-time will be on the same basis as overtime at time and a half, i.e., the obligation to pay double time shall be based on actual hours worked. Overtime worked consecutive to the regularly scheduled shift shall
Overtime Non-Exempt Employees. Hourly employees shall be compensated at one and one-half (1 ½) times the regular rate of pay for all hours worked beyond the normal shift or forty (40) in the normal seven (7) day work period or eighty (80) hours within a fourteen (14) day work period. Article 7.4 shall not apply.
Overtime Non-Exempt Employees. The employer shall not require an employee covered by this agreement to work overtime except as essential to the provision of service, which is defined as a need, if not fulfilled, that jeopardizes the security, safety and/or the orderly operation of the institution, staff, inmates or public. This includes the xxxxxxx of a post that requires post certification. This provision also includes emergencies, which are unforeseen circumstances, that threaten the safety and security of the public, inmates, employees and/or property. All employees will have a minimum of eight hours between shifts. Example: In the course of working overtime, an employee shall not be required to work more than 16 hours straight. It is understood that part-time employees' work hours would normally be increased before scheduling overtime for full-time employees. With mutual agreement, employees in non-exempt positions except correctional officers may accrue compensatory time at the rate of one and one-half times.
Subsection 1 Standard eight-hour workday – forty-hour workweek.
Overtime Non-Exempt Employees. 7.5 Rest Between Shifts. 7.6 WWA Weekend Work. 7.7 Work Schedule Posting. 7.8 Rotation.
Overtime Non-Exempt Employees. Overtime shall be compensated for at the rate of one and one-half (1½) times the regular rate of pay for all time worked beyond the normal or scheduled work shift (8, 9, 1O); provided however, all additional overtime after twelve (12) consecutive hours shall be paid at double (2X) the employee's regular rate of pay (except as noted in the 12/40 alternative staffing pattern or the Twelve hour innovative weekend schedule addendums). The regular rate of pay shall include shift differential and any special service premium. Paid Time Off, and all other categories of paid absences will be excluded as time worked from the determination of the obligation to pay overtime and the calculation of the overtime. The calculation of double-time will be on the same basis as overtime at time and a half, i.e., the obligation to pay double time shall be based on actual hours worked. Overtime worked consecutive to the regularly scheduled shift shall be considered part of the regularly scheduled shift. Upon the mutual consent of the employee and immediate supervisor, employees working a seven (7) day work period may schedule compensatory time off in lieu of receiving overtime pay providing the time off is scheduled during the same work week in which the overtime was worked. Compensatory time off will be scheduled off at the rate of time and one-half (1½) unless the schedule change is for the employee's convenience in which case compensatory time off will be at the straight time rate. Compensatory time off may be taken on a low census day. All overtime must be arranged by supervision. Each department and/or unit shall establish procedures for the approval of overtime. Overtime shall be considered in effect when eight (8) minutes or more are worked after the end of a scheduled shift of at least eight (8) hours or more in duration. Thereafter, overtime will be paid to the nearest quarter hour. No overtime shall be paid when less than eight (8) minutes have been worked after the end of the shift. There shall be no pyramiding or duplication of overtime pay and/or other premium compensation paid at the rate of one and one-half (1½) of the regular rate of pay which would result in compensation exceeding one and one-half (1½) for the same hours worked.
Overtime Non-Exempt Employees. 7.6 Meal and Rest Periods Non-Exempt Employees.
Overtime Non-Exempt Employees. An employee in a classification designated as “non-exempt” shall receive overtime pay at the rate of time and one-half of the employee's regular rate of pay for all hours worked in excess of forty (40) hours in the work week. Overtime shall be paid in accordance with the requirements of the Fair Labor Standards Act. However, at the employee's request and at the City's option, the employee may be granted compensatory time at the rate of time and one-half. Compensatory time off shall not exceed a total of sixty (60) hours without the written approval of the City Manager. All hours worked shall be counted for the purpose of calculating overtime compensation. An employee may be required to work more than eight (8) hours each day or more than forty (40) hours each week under the following conditions:
1. The department head shall first determine which employee(s) are qualified to perform the work.
2. The department head shall then offer the work to the qualified employee(s) in order of their seniority.
3. If an insufficient number of employees voluntarily accept the offer of work, the department head may require the employee(s) to work in inverse order of their seniority.
Overtime Non-Exempt Employees. Section 1: Overtime work shall be paid for at the appropriate overtime rates for non-exempt employees in accordance with the current pay regulations. Overtime rates shall include any shift differential or additional pay to which the employee is entitled.
Section 2: The Employer agrees that overtime shall be distributed in a manner that those assigned to any given shop have reasonable opportunities to participate among all employees within their shift, shop and job rating. Unit employees in the same trade, grade, shop and shift with equal number of overtime hours earned will be offered/assigned by the appearance of names on the FRC East Form 5330/8, Overtime Assignment, until the overtime requirements are met. Assignments (forces) of bargaining unit employees to work overtime will be made only after exhausting the procedure mutually agreed to by utilizing form FRC East 5330/8. Assignments (forces) shall be based on accumulated earned overtime hours with those employees with the lowest number of earned overtime hours being assigned (forced) first. The shop xxxxxxx and shop supervisor shall review the overtime records at the end of each month. On or about 15 July, the division director will review the overtime records with the division chief xxxxxxx for accuracy as well as consistency. NOTE: Initial set-up (upon effective date of a new contract) of FRC East Form 5330/8 will be based on the unit employees in the same trade, grade, shop and shift listed on FRC East Form 5330/12, Overtime and Shift Assignment Record. At the start of each calendar year, FRC East Form 5330/8 and 5330/12 shall have the earned overtime hours zeroed out. The appearance and rotation of the names on the FRC East Form 5330/8 will be continuous throughout the life of this Collective Bargaining Agreement. It is agreed and understood that the following situations properly applied as defined, may result in legitimate temporary deviations in overtime assignments:
a. Employees must be qualified to perform the overtime assignment in an efficient manner. Intent: Employees must be physically able to perform the job and be capable of completing the work with reasonable indoctrination or instructions. It is not intended as a means of circumventing overtime rotation where reasonable indoctrination during regular working hours would qualify the employee for the assignment.
b. Employees working on jobs of short duration that extend into overtime situations where continuity is essential to the job. In...
Overtime Non-Exempt Employees. S ection 1: Overtime work shall be paid at the appropriate overtime rates for non-exempt employees in accordance with the current pay regulations. Overtime rates shall include any shift differential or additional pay to which the employee is entitled.
