Common use of Overtime Procedure Clause in Contracts

Overtime Procedure. (a) Any bargaining unit member, qualified for the posted overtime, desiring the opportunity to work overtime shall fill out an “Overtime Add/Remove Request Form.” The two-part form will be given to the supervisor and shift xxxxxxx. When added, the employee will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster will be posted in a designated location. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. The College will establish an overtime rotation list (athe “List”) Any bargaining unit memberbased on seniority. The list will include the names of all Custodians I & II (which includes the Shuttle Bus Driver) and Custodial Group Leaders that wish to be considered for overtime. Prior to the creation of the List, qualified for the posted overtime, desiring all employees covered by this Agreement will be given the opportunity to work inform the College of whether or not they wish to be considered for scheduled overtime. Employees that indicate that they wish to be considered for scheduled overtime will be included on the List. AFSCME will be provided with a copy of the initial list. Employees will be offered overtime from the List based off of seniority of length of service within the College. When new employees are hired, the College will ask the new employee if they wish to be considered for scheduled overtime, upon which time (depending on the response) the List will be updated. Employees are free to change their designation at any time, and the List will be updated. Should an employee refuse or be unavailable for the scheduled overtime, the next most senior person shall be offered overtime. Once the labor needs have been satisfied for a scheduled overtime, the last employee selected for overtime shall fill out an “Overtime Add/Remove Request Form.” The two-part form will be given to the supervisor and shift xxxxxxx. When added, the employee will be placed on at the bottom of the current List for purposes of future eligibility. A refusal to work offered overtime roster by adding one (1) hour or being unavailable for the offered overtime shall be counted as acceptance of the assignment for purposes of determining future eligibility. These provisions will not apply to situations where special qualifications of an individual preclude the highest hourly totaluse of the List, including but not limited to licensing and/or special training or experience requirements in the sole opinion of the Manager of Custodial Operations or designee. The overtime roster will be posted in a designated location. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of Scheduled overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not that which is pre-determined and posted on the top periodically prepared work schedule. Scheduled overtime does not include emergency, early call-in or hold-over situations. Damages in any grievance related to this article will be awarded with future scheduled assigned overtime only for the number of hours not properly scheduled. For purposes of this provision only, “designee” shall not include any member of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtimeCollege of DuPage AFSCME bargaining unit. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for  The Company will post a general and departmental overtime sign up sheet on a weekly basis  These sheets would be posted Friday through Tuesday at 11:30 p.m.  The General Overtime Sign Up Sheet and the posted overtime, desiring the opportunity to work overtime shall fill out an “Departmental Labour Pool Overtime Add/Remove Request Form.” The two-part form will be given to the supervisor and shift xxxxxxx. When added, the employee will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster Sign Up Sheet will be posted in a designated the same location. When voluntarily removing your name  Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate  All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime general sign up sheet will be made from this roster by noon on Wednesdayassigned accordingly. You  If still not enough employees are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noonavailable, you TPT Request Forms will be charged as refusing all available overtimecompleted by the Superintendent or designate. Accordingly, if an overtime assignment is accepted  Completed TPT Request Forms are forwarded to Human Resources by someone with lower posted hours than you, they the Superintendent or designate  A HR Representative will get that overtime. (c) Overtime opportunities schedule TPTs  TPT use will be filled on a basis of least accumulated overtime hours down the list reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to most accumulated overtime hours. (d) Any employee on the overtime roster may accept Superintendents or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtimedesignate  If not enough voluntary employees and/or TPTs, the employer may go off Superintendent or designate identifies the roster employees to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. mandated  Employees will be charged at mandated by low overtime hours worked  Superintendent or designate distributes the rate assigned employee list to designated Supervisor  Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson UNIFOR Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and Unifor are committed to providing a harassment – free workplace. Harassment is defined as a “course of one vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and one-half (1.5) hours respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for each hour which a pardon has been granted or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of overtime accepted (worked) employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  Unwelcome remarks, jokes, innuendoes, gestures or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) taunting about a person’s body, disability, attire or refused (posted) on a Sunday gender, racial or Holidayethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc. 3. Employees will not be charged for any overtime , which cause awkwardness or embarrassment;  Posting or circulation of one (1) hour offensive photos or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns visual materials;  Refusal to work after noon on Wednesdayor converse with an employee because of their racial background or gender etc.  Unwanted physical conduct such as touching, will patting, pinching, etc.  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not be allowed undermine the dignity of the individual. Neither is this policy meant to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2inhibit free speech or interfere with normal social relations. If the absent an employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours believes he/she has been harassed and /or discriminated against on the overtime rosterbasis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  Request a stop of the unwanted behavior;  Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for the posted overtime, desiring the opportunity to work overtime shall fill out an “Overtime Add/Remove Request Form.” The two-two part form will be given to the supervisor and shift xxxxxxx. When added, the employee will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster will be posted in a designated location. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. Overtime work shall be on a voluntary basis and it is mutually agreed that when overtime work is scheduled by the Company, it shall be distributed in an equalized manner amongst the Employee in the classification usually performing such work. However, the Company recognizes the equity of maintaining minimum differentials in the overtime hours amongst all Employees within a classification. The overtime roster will be maintained by classification and supervisory group within the Department and will be openly displayed in the work area, so that Employees may check their respective standing. Notice of overtime opportunities must be given at least two (2) hours before shift ends for an extended shift, or in the case of weekend work such as Saturday, Sunday or a holiday, the work notice for overtime work must be given by 12:01 p.m. on the Friday prior to the weekend. Overtime will be offered to Employees who are actually at work at the time such request is made. The Employees with the least credited overtime hours in the classification will be offered the overtime opportunity first. Any Employee who changes classification, department or shift shall be credited with the average number of hours in the classification to which he enters. Equalization charts will be re-set to zero each January. Any Employee placed on an overtime roster to hire, recall, reclassification or return from sick leave is to be charged with the average number of hours charged against the Employees in the work area who are in the same classification. Where the overtime opportunity is lost to the classification (ie. A Welder doing Master Painter overtime), the Employee will be entitled to payment as if he had worked the overtime opportunity. If the Employee has been bypassed in the administration of an equal opportunity, arrangements will be made by the Company to offer the equivalent amount of overtime within one (1) week period from the date of complaint, or pay the Employee the amount owed as if he/she had worked the overtime opportunity. The overtime procedure will not apply to Employees who are: (a) Any bargaining unit memberon W.S.I.B. and/or modified duties (unless the overtime work can be performed within their restrictions), qualified absent for any reason and have not booked back to work before the overtime has been assigned. (b) Employees on probation shall have no seniority rights for the posted overtime, desiring the opportunity to work purpose of working overtime shall fill out an “Overtime Add/Remove Request Form.” The two-part form will be given to the supervisor and shift xxxxxxx. When added, the employee will be placed on the bottom of such agreed list unless there are no other employees available under the current established overtime roster by adding one (1) hour to the highest hourly total. The overtime roster will be posted criteria specified in a designated location. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtimeArticle. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down after lists have been exhausted then the list to most accumulated overtime hoursEmployer may contact any Employee available in the classification. Failing that may contact any available Employee. (d) Any employee On vacation which means an Employee may work overtime on the overtime roster Saturday and Sunday preceding his vacation but may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee not work on the roster accepts Saturday and Sunday following the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount week of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s)his vacation. (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. The Sheriff's Office shall maintain an overtime seniority list. Overtime shall be distributed on the basis of highest seniority with lowest overtime worked. Only overtime worked shall be charged. Forced overtime, if for eight hours or more, shall be charged to the Employees Equalization of Overtime list. It is understood that if an employee has regular days off (aincluding pass days) Any bargaining unit memberimmediately adjacent to vacation, qualified personal leave or compensatory time off, they may be called and offered overtime during their regular days off, but the overtime will not be forced. A. It is agreed upon that Road and Corrections Sergeants will be included in the Call in Equalized Overtime List. They will be treated the same as Road and Correction Deputies for the purpose of call-in equalized overtime. B. If all attempts to cover the call-in overtime have been exhausted a Lieutenant or Det/Sgt may be offered, however, they cannot be forced. C. For purposes of filling posted or sign-up overtime, desiring should no employee elect to take the opportunity overtime, a Command Staff member may sign up or volunteer. Sign-up or posted overtime amongst Command Staff shall be equalized based on Seniority and overtime taken. The Command Staff shall be responsible for maintaining their Equalized overtime hours. D. It is agreed upon that two (2) or more employees in the same job classification can't work at the same time if they are on light duty. (light duty would be post- surgery, pregnancy, workers’ compensation or other ailments that may need light duty on a temporary basis). There must also be a position within the employee's job classification that can accommodate light duty and not affect the day-to-day operations of the Sheriff's Office. E. Only one employee on light duty can be scheduled to work overtime shall fill out an “Overtime Add/Remove Request Form.” The two-part form will a shift or overlapping shift at a time. If someone requests to go on light duty status, they must have a medical slip from a medical professional detailing the need to be given to the supervisor and shift xxxxxxxon light duty. When addedOnce light duty is assigned, the Sheriff has the right to place the employee where they are needed, irrespective of shift bid. Seniority will be placed on the bottom have choice of the their shift preference in current overtime roster by adding shift bid cycle if one (1) hour to the highest hourly totalor more people are on light duty. The overtime roster Section 9 will be posted in a designated location. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) daysstill apply. (b) Acceptance or refusal of overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified Both the Village and the Union understand the necessity for proper staffing. The Village therefore shall have the right to require overtime work and employees may not refuse overtime assignments. To assist in establishing a fair and equitable manner for the posted distribution of overtime, desiring the opportunity following procedure will be followed to the extent reasonably possible in instances except where immediate action is necessary under Section 5.9, for work that is assigned under Section 5.7, or personnel resources are unavailable or unreachable. There will be three lists comprised of contract personnel only. Newly hired employees will be placed at the bottom of the list according to seniority. List A will be for more than twelve (12) hour shifts. List B will be used for twelve (12) hours or less. List C is for special events. Special event overtime will be the only overtime employees may sign up for in advance. Employees who have worked forty-eight (48) hours continuously shall not be eligible to work a hireback, force back, hold over for hire back, or special events except as exempted by other language. Those employees shall retain their position on the list and have at least twelve (12) hours off duty before being required to work a hire back, force back, hold over for hire back, or special duty. Employees shall also have twelve (12) hours off duty prior to forty-eight (48) hours continuous duty. Any employee enrolled in a department approved or sponsored class/school or other schooling related to the fire service position shall not be eligible for force back, hold over or special duty. Employees in class or school shall retain their position on the hire back lists. Employees are required to submit a class schedule upon their receipt of schedule or approval to any class/school/semester under which the above clause may be exercised prior to the commencement of such schedule. There shall be no more than the authorized number of lieutenants on duty, unless one additional lieutenant is in the Acting Captain position. Employees from one rank cannot be used to fill another rank below their rank for hire back basis, except when an unusual emergency condition exists per the Fire Chief or his Designee. When staffing requires overtime in advance, the shift commander or his designee shall fill initiate an automated call out an “Overtime Add/Remove Request Form.” The two-part form for personnel (when the paging system is available) on the appropriate list four (4) days prior. Whenever there is new overtime the shift commander or his designee shall start at the top of the list and work his way down unless using the automated call system. When overtime arises with less than four (4) days notification, the hire back process will be given started as soon as reasonably possible. In all cases, on duty personnel will be notified of the overtime so they are also aware of it. Automated call system process: All employees will be loaded into the system with their preferred choice of communication – email (must be an email that they would receive off duty and receive notification of its arrival), text message phone number, or phone number for voice message (should have voice mail or answering machine). A page will be set up indicating 1) the date and time of the overtime, 2) type of personnel needed & 3) length of overtime (which list is being used). Those personnel wishing to take the supervisor OT must call station 1 – at the designated extension within 20 minutes. The officer conducting the hire back will notify the person highest on the list at the 20 minute xxxx. Do not call in to refuse overtime. Only personnel that are on shift and higher than the person receiving the OT on the list can refuse OT and be moved. If no one calls within the 20 minutes, the hire back or potential force back will occur from on shift xxxxxxxpersonnel. Should an employee refuse overtime, the shift commander or his designee will place the employee at the bottom of the list. If an employee is not personally contacted, he shall remain in their same position. When addedan employee takes a hire back, he will be placed at the employee bottom of the list also. Once an individual takes a hireback off any list, his/her name will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster will be posted in a designated location. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the that list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster Hours needed for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees hireback personnel will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availabilitybroken down into smaller increments. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. Procedural notes: An employee, after an absence, who returns to work after noon on Wednesday, employee will not be allowed to bump another employee from their accepted overtime hours and forced back for more than one Village recognized Holiday in a 366 day period as outlined in Article 5.8, Section 1. Employees with verifiable vacation plans that would be adversely impacted by a force back will be charged as refusing those hours which would have been available to thempassed over. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for ▪ The Company will post a general and departmental overtime sign up sheet on a weekly basis ✓ These sheets would be posted Friday through Tuesday at 3:00 p.m. ✓ The General Overtime Sign Up Sheet and the posted overtime, desiring the opportunity to work overtime shall fill out an “Departmental Labour Pool Overtime Add/Remove Request Form.” The two-part form will be given to the supervisor and shift xxxxxxx. When added, the employee will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster Sign Up Sheet will be posted in a designated the same location. When voluntarily removing your name ✓ Departmentmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above) ▪ General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate ✓ All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime general sign up sheet will be made from this roster by noon on Wednesdayassigned accordingly. You ✓ If still not enough employees are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noonavailable, you TPT Request Forms will be charged as refusing all available overtimecompleted by the Superintendent or designate. Accordingly, if an overtime assignment is accepted ▪ Completed TPT Request Forms are forwarded to Human Resources by someone with lower posted hours than you, they the Superintendent or designate ✓ A HR Representative will get that overtime. (c) Overtime opportunities schedule TPTs ✓ TPT use will be filled on a basis of least accumulated overtime hours down the list reviewed through periodic scheduled meetings with Human Resources and Union representation ▪ HR Representative will communicate obtained TPTs to most accumulated overtime hours. (d) Any employee on the overtime roster may accept Superintendents or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtimedesignate ✓ If not enough voluntary employees and/or TPTs, the employer may go off Superintendent or designate identifies the roster employees to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. mandated ✓ Employees will be charged at mandated by low overtime hours worked ✓ Superintendent or designate distributes the rate assigned employee list to designated Supervisor ✓ Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson CAW Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and the CAW are committed to providing a harassment – free workplace. Harassment is defined as a “course of one vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and one-half (1.5) hours for each hour respect on the basis of overtime accepted (worked) the grounds such as: gender, disability, race, colour, sexual orientation or refused (posted) for Saturdays other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and two (2) hours for each overtime hour accepted (worked) consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or refused (posted) on visual. It may involve a Sunday threat or Holidayan implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. • Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc. 3. Employees will not be charged for any overtime , which cause awkwardness or embarrassment; • Posting or circulation of one (1) hour offensive photos or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns visual materials; • Refusal to work after noon on Wednesdayor converse with an employee because of their racial background or gender etc. • Unwanted physical conduct such as touching, will patting, pinching, etc. • Condescension or paternalism which undermines self-respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not be allowed undermine the dignity of the individual. Neither is this policy meant to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2inhibit free speech or interfere with normal social relations. If the absent an employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours believes he/she has been harassed and /or discriminated against on the overtime rosterbasis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: • Request a stop of the unwanted behavior; • Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for ▪ The Company will post a general and departmental overtime sign up sheet on a weekly basis ✓ These sheets would be posted Friday through Tuesday at 11:30 p.m. ✓ The General Overtime Sign Up Sheet and the posted overtime, desiring the opportunity to work overtime shall fill out an “Departmental Labour Pool Overtime Add/Remove Request Form.” The two-part form will be given to the supervisor and shift xxxxxxx. When added, the employee will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster Sign Up Sheet will be posted in a designated the same location. When voluntarily removing your name ✓ Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above) ▪ General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate ✓ All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime general sign up sheet will be made from this roster by noon on Wednesdayassigned accordingly. You ✓ If still not enough employees are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noonavailable, you TPT Request Forms will be charged as refusing all available overtimecompleted by the Superintendent or designate. Accordingly, if an overtime assignment is accepted ▪ Completed TPT Request Forms are forwarded to Human Resources by someone with lower posted hours than you, they the Superintendent or designate ✓ A HR Representative will get that overtime. (c) Overtime opportunities schedule TPTs ✓ TPT use will be filled on a basis of least accumulated overtime hours down the list reviewed through periodic scheduled meetings with Human Resources and Union representation ▪ HR Representative will communicate obtained TPTs to most accumulated overtime hours. (d) Any employee on the overtime roster may accept Superintendents or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtimedesignate ✓ If not enough voluntary employees and/or TPTs, the employer may go off Superintendent or designate identifies the roster employees to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. mandated ✓ Employees will be charged at mandated by low overtime hours worked ✓ Superintendent or designate distributes the rate assigned employee list to designated Supervisor ✓ Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson UNIFOR Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and Unifor are committed to providing a harassment – free workplace. Harassment is defined as a “course of one vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and one-half (1.5) hours respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for each hour which a pardon has been granted or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of overtime accepted (worked) employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. • Unwelcome remarks, jokes, innuendoes, gestures or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) taunting about a person’s body, disability, attire or refused (posted) on a Sunday gender, racial or Holidayethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc. 3. Employees will not be charged for any overtime , which cause awkwardness or embarrassment; • Posting or circulation of one (1) hour offensive photos or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns visual materials; • Refusal to work after noon on Wednesdayor converse with an employee because of their racial background or gender etc. • Unwanted physical conduct such as touching, will patting, pinching, etc. • Condescension or paternalism which undermines self-respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not be allowed undermine the dignity of the individual. Neither is this policy meant to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2inhibit free speech or interfere with normal social relations. If the absent an employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours believes he/she has been harassed and /or discriminated against on the overtime rosterbasis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: • Request a stop of the unwanted behavior; • Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for  The Company will post a general and departmental overtime sign up sheet on a weekly basis  These sheets would be posted Friday through Tuesday at 11:30 p.m.  The General Overtime Sign Up Sheet and the posted overtime, desiring the opportunity to work overtime shall fill out an “Departmental Labour Pool Overtime Add/Remove Request Form.” The two-part form will be given to the supervisor and shift xxxxxxx. When added, the employee will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster Sign Up Sheet will be posted in a designated the same location. When voluntarily removing your name  Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate  All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime general sign up sheet will be made from this roster by noon on Wednesdayassigned accordingly. You  If still not enough employees are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noonavailable, you TPT Request Forms will be charged as refusing all available overtimecompleted by the Superintendent or designate. Accordingly, if an overtime assignment is accepted  Completed TPT Request Forms are forwarded to Human Resources by someone with lower posted hours than you, they the Superintendent or designate  A HR Representative will get that overtime. (c) Overtime opportunities schedule TPTs  TPT use will be filled on a basis of least accumulated overtime hours down the list reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to most accumulated overtime hours. (d) Any employee on the overtime roster may accept Superintendents or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtimedesignate  If not enough voluntary employees and/or TPTs, the employer may go off Superintendent or designate identifies the roster employees to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. mandated  Employees will be charged at mandated by low overtime hours worked  Superintendent or designate distributes the rate assigned employee list to designated Supervisor  Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson CAW Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and Unifor are committed to providing a harassment – free workplace. Harassment is defined as a “course of one vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and one-half (1.5) hours respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for each hour which a pardon has been granted or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of overtime accepted (worked) employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  Unwelcome remarks, jokes, innuendoes, gestures or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) taunting about a person’s body, disability, attire or refused (posted) on a Sunday gender, racial or Holidayethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc. 3. Employees will not be charged for any overtime , which cause awkwardness or embarrassment;  Posting or circulation of one (1) hour offensive photos or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns visual materials;  Refusal to work after noon on Wednesdayor converse with an employee because of their racial background or gender etc.  Unwanted physical conduct such as touching, will patting, pinching, etc.  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not be allowed undermine the dignity of the individual. Neither is this policy meant to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2inhibit free speech or interfere with normal social relations. If the absent an employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours believes he/she has been harassed and /or discriminated against on the overtime rosterbasis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  Request a stop of the unwanted behavior;  Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for  The Company will post a general and departmental overtime sign up sheet on a weekly basis  These sheets would be posted Friday through Tuesday at 3:00 p.m.  The General Overtime Sign Up Sheet and the posted overtime, desiring the opportunity to work overtime shall fill out an “Departmental Labour Pool Overtime Add/Remove Request Form.” The two-part form will be given to the supervisor and shift xxxxxxx. When added, the employee will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster Sign Up Sheet will be posted in a designated the same location. When voluntarily removing your name  Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate  All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime general sign up sheet will be made from this roster by noon on Wednesdayassigned accordingly. You  If still not enough employees are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noonavailable, you TPT Request Forms will be charged as refusing all available overtimecompleted by the Superintendent or designate. Accordingly, if an overtime assignment is accepted  Completed TPT Request Forms are forwarded to Human Resources by someone with lower posted hours than you, they the Superintendent or designate  A HR Representative will get that overtime. (c) Overtime opportunities schedule TPTs  TPT use will be filled on a basis of least accumulated overtime hours down the list reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to most accumulated overtime hours. (d) Any employee on the overtime roster may accept Superintendents or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtimedesignate  If not enough voluntary employees and/or TPTs, the employer may go off Superintendent or designate identifies the roster employees to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. mandated  Employees will be charged at mandated by low overtime hours worked  Superintendent or designate distributes the rate assigned employee list to designated Supervisor  Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson CAW Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and the CAW are committed to providing a harassment – free workplace. Harassment is defined as a “course of one vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and one-half (1.5) hours for each hour respect on the basis of overtime accepted (worked) the grounds such as: gender, disability, race, colour, sexual orientation or refused (posted) for Saturdays other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and two (2) hours for each overtime hour accepted (worked) consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or refused (posted) on visual. It may involve a Sunday threat or Holidayan implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical jokes, pushing, shoving, etc. 3. Employees will not be charged for any overtime , which cause awkwardness or embarrassment; Posting or circulation of one (1) hour offensive photos or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns visual materials; Refusal to work after noon on Wednesdayor converse with an employee because of their racial background or gender etc. Unwanted physical conduct such as touching, will patting, pinching, etc. Condescension or paternalism which undermines self-respect; Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not be allowed undermine the dignity of the individual. Neither is this policy meant to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2inhibit free speech or interfere with normal social relations. If the absent an employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours believes he/she has been harassed and /or discriminated against on the overtime rosterbasis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.