Common use of Overtime Procedures Clause in Contracts

Overtime Procedures. A. The Employer shall establish and maintain a daily overtime log(s) that employees may sign in order to work overtime. The log(s) will represent all shifts that the employee may volunteer to work overtime. Any employee may cross his/her name out of the overtime log(s) before any overtime assignment is made without penalty. The volunteer list will be maintained in accordance with procedures outlined in an Employer policy. The Union shall have opportunity for input regarding maintenance of volunteer lists through labor management meetings. B. The Employer will implement involuntary overtime only in unplanned circumstances, including the following: 1. An unforeseeable declared national or State emergency; 2. A highly unusual or extraordinary event which is unpredictable or unavoidable and which substantially affects the provision of needed health care services or increases the need for health care services. This subsection includes: a. An act of terrorism; b. A natural disaster; c. A widespread disease outbreak; d. An unforeseeable increase of client acuity. 3. Facility emergencies related to physical plant operations; 4. Unexpected absences, discovered at or before the commencement of a scheduled shift, which could not be prudently planned for by the Employer and which could significantly affect patient safety. C. In the event mandatory overtime is necessary in compliance with this Agreement, it shall be administered only after exhausting the bargaining unit employee volunteer list referenced in Section 2 (A) above and as follows: 1. The mandatory overtime list will be posted in a location that is easily accessible to all employees at all times. 2. The list(s) will be maintained for rotation of mandatory overtime for staff. Any period of mandatory overtime worked, regardless of length, will move that employee to the bottom of the mandate lists. The employee at the top of the list will be mandated, if needed. 3. If any employee works two (2) or more consecutive hours of voluntary overtime, that employee shall move to the bottom of the mandatory overtime list. 4. Employees working their last scheduled shift prior to day(s) off will not be mandated, unless there are no other qualified bargaining unit employees on duty. 5. Every effort will be made so that employees will not be mandated on scheduled days off. 6. Reasonable efforts will be made to secure volunteers or to rotate assignments equitably in order to avoid mandating employees for a shift of four (4) or more consecutive hours more than one time per month. 7. For any employee who works more than twelve (12) consecutive hours, the Employer will strive to provide eight (8) hours off work before their next scheduled shift, except by mutual agreement. The Employer will provide ten (10) hours off work before their next scheduled shift, if staffing levels are adequate. In the event an employee is late or absent and provides little to no notice to the Employer, employees on the outgoing shift may be mandated, not to exceed two (2) hours, without exhausting the volunteer list to cover the duration of tardiness or time needed to staff the absence. For the purposes of Section 2(C)(6) above, compliance with Section 2(C)(4) shall be an exception to Employer’s obligation to make “reasonable efforts” to avoid mandating employees for a shift of four (4) or more consecutive hours more than one time per month. Exhausting the bargaining unit employee volunteer list shall be evidence that Employer made reasonable efforts to avoid mandating employees for a shift of four (4) or more consecutive hours more than one time per month. D. The daily overtime log(s) shall be posted at each work location. E. The Employer shall pay the employee within the calendar month following the month in which the overtime was worked unless the employee requests comp time. No employee shall be coerced or penalized in any way for not requesting comp time accruals for overtime worked. F. No employee shall be terminated for his or her first instance of refusing a mandatory overtime shift.

Overtime Procedures. A. The Employer All custodial and maintenance staff interested in overtime assignments shall establish and maintain a daily overtime log(s) that employees may sign in order provide written notification to work overtime. The log(s) will represent all shifts that the employee may volunteer to work overtime. Any employee may cross Facilities Director or his/her name out of the overtime log(s) before any overtime assignment is made without penaltydesignee. The volunteer list Overtime assignments will be maintained in accordance with procedures outlined in an Employer policyscheduled quarterly beginning September 1st. The Union shall have opportunity for input regarding maintenance of volunteer lists through labor management meetings. B. The Employer will implement involuntary overtime only in unplanned circumstances, including the following: 1. An unforeseeable declared national or State emergency; 2. A highly unusual or extraordinary event which is unpredictable or unavoidable and which substantially affects the provision of needed health care services or increases the need for health care services. This subsection includes: a. An act of terrorism; b. A natural disaster; c. A widespread disease outbreak; d. An unforeseeable increase of client acuity. 3. Facility emergencies related to physical plant operations; 4. Unexpected absences, discovered at or before the commencement of a scheduled shift, which could not be prudently planned for by the Employer and which could significantly affect patient safety. C. In the event mandatory overtime is necessary in compliance with this Agreement, it shall be administered only after exhausting the bargaining unit employee volunteer list referenced in Section 2 (A) above and as follows: 1. The mandatory overtime list will be posted in a location that is easily accessible to all employees at all times. 2. The list(s) will be maintained for rotation of mandatory overtime for staff. Any period of mandatory overtime worked, regardless of length, will move that employee to the bottom of the mandate lists. The employee at the top of the list will be mandated, if needed. 3. If any employee works two (2) or more consecutive hours of voluntary overtime, that employee shall move to the bottom of the mandatory overtime list. 4. Employees working their last scheduled shift prior to day(s) off will not be mandated, unless there are no other qualified bargaining unit employees on duty. 5. Every effort Overtime requirements will be made so that employees available as soon as possible which will allow advance scheduling. Employees, who cannot be mandated on fulfill their scheduled days off. 6overtime assignments, must notify the Director of Facilities within a reasonable time. Reasonable efforts The vacancy will be made filled by seniority rotation within job classification from the overtime sign up list: one for custodial work, one for lunches; and one for maintenance. All bargaining unit members are eligible for overtime assignments and may sign up for quarterly assignments 30 days prior to secure volunteers or the beginning of the next quarterly schedule. Unscheduled overtime requests will be filled by bargaining unit members from the sign up list on a seniority basis. Bargaining unit employees may be required to rotate assignments equitably work a reasonable amount of overtime in order to avoid mandating employees for a shift of four (4) or more consecutive hours more than one time per month. 7. For any employee who works more than twelve (12) consecutive hours, the Employer will strive to provide eight (8) hours off work before their next scheduled shift, except by mutual agreement. The Employer will provide ten (10) hours off work before their next scheduled shift, if staffing levels are adequateemergency situations consistent with State Law. In the event that overtime cannot be covered by bargaining unit employees, other sources may be used. All Facilities Staff (maintenance and custodial) may sign up on a voluntary list for snow or ice removal or weather related events duty. If less than 12 staff sign up, or if the available manpower is deemed insufficient by the Director of Facilities. The Director of Facilities will use inverse order of seniority on a rotating basis to meet staffing needs as required up to a total of 12 staff members or additional manpower as needed for a particular situation. A list will be kept of who has worked each storm so inverse order is applied equally. The second time in a year an employee who is late required by inverse seniority to work on snow or absent ice removal or a weather related event does not show for such duty may be considered just grounds for disciplinary action. Lead Maintenance, Maintenance I, Maintenance II, and provides little Head Custodians are required to no work all snow or ice removal or weather related events. During the winter period of December 1 through March 31, any employee, up to a maximum of four per weekend, who has plans to be out of town for the weekend shall notify the Director of Facilities at least 10 days in advance, and may do so up to four times during this winter period. Such notice will allow him/her to the Employer, employees be skipped on the outgoing shift may be mandatedinverse seniority list if a snow or ice event occurs on that weekend, not to exceed two (2) hours, without exhausting the volunteer list to cover the duration of tardiness or time needed to staff the absencebut only for that weekend. For the purposes of Section 2(C)(6) above, compliance with Section 2(C)(4) shall be an exception to Employer’s obligation to make “reasonable efforts” to avoid mandating employees for a shift of four (4) or more consecutive hours If more than one time per monthfour ask to be out on any given weekend, the first to ask shall prevail. Exhausting the bargaining unit employee volunteer list Approved personal leave, sick time, and workers compensation shall be evidence that Employer made reasonable efforts to avoid mandating employees count as hours worked in determining overtime for a shift of four (4) or more consecutive hours more than one time per monthsnow removal. D. The daily overtime log(s) shall be posted at each work location. E. The Employer shall pay the employee within the calendar month following the month in which the overtime was worked unless the employee requests comp time. No employee shall be coerced or penalized in any way for not requesting comp time accruals for overtime worked. F. No employee shall be terminated for his or her first instance of refusing a mandatory overtime shift.

Overtime Procedures. A. The Employer shall establish and maintain a daily overtime log(s) that employees may sign in order to work overtime. The log(s) will represent all shifts that the employee may volunteer to work overtime. Any employee may cross his/her name out of the overtime log(s) before any overtime assignment is made without penalty. The volunteer list will be maintained in accordance with procedures outlined in an Employer policy. The Union shall have opportunity for input regarding maintenance of volunteer lists through labor management meetings. B. The Employer will implement involuntary overtime only in unplanned circumstances, including the following: 1. An unforeseeable declared national or State emergency; 2. A highly unusual or extraordinary event which is unpredictable or unavoidable and which substantially affects the provision of needed health care services or increases the need for health care services. This subsection includes: a. An act of terrorism; b. A natural disaster; c. A widespread disease outbreak; d. An unforeseeable increase of client acuity. 3. Facility emergencies related to physical plant operations; 4. Unexpected absences, discovered at or before the commencement of a scheduled shift, which could not be prudently planned for by the Employer and which could significantly affect patient safety. C. In the event mandatory overtime is necessary in compliance with this AgreementLabor Contract, it shall be administered only after exhausting the bargaining unit employee volunteer list referenced in Section 2 (A) above and as follows: 1. The mandatory overtime list will be posted in a location that is easily accessible to all employees at all times. 2. The list(s) will be maintained for rotation of mandatory overtime for staff. Any period of mandatory overtime worked, regardless of length, will move that employee to the bottom of the mandate lists. The employee at the top of the list will be mandated, if needed. 3. If any employee works two (2) or more consecutive hours of voluntary overtime, that employee shall move to the bottom of the mandatory overtime list. 4. Employees working their last scheduled shift prior to day(s) off will not be mandated, unless there are no other qualified bargaining unit employees on duty. 5. Every effort will be made so that employees will not be mandated on scheduled days off. 6. Reasonable efforts will be made to secure volunteers or to rotate assignments equitably in order to avoid mandating employees for a shift of four (4) or more consecutive hours more than one time per month. 7. For any employee who works more than twelve (12) consecutive hours, the Employer will strive to provide eight (8) hours off work before their next scheduled shift, except by mutual agreement. The Employer will provide ten (10) hours off work before their next scheduled shift, if staffing levels are adequate. In the event an employee is late or absent and provides little to no notice to the Employer, employees on the outgoing shift may be mandated, not to exceed two (2) hours, without exhausting the volunteer list to cover the duration of tardiness or time needed to staff the absence. For the purposes of Section 2(C)(6) above, compliance with Section 2(C)(4) shall be an exception to Employer’s obligation to make “reasonable efforts” to avoid mandating employees for a shift of four (4) or more consecutive hours more than one time per month. Exhausting the bargaining unit employee volunteer list shall be evidence that Employer made reasonable efforts to avoid mandating employees for a shift of four (4) or more consecutive hours more than one time per month. D. The daily overtime log(s) shall be posted at each work location. E. The Employer shall pay the employee within the calendar month following the month in which the overtime was worked unless the employee requests comp time. No employee shall be coerced or penalized in any way for not requesting comp time accruals for overtime worked. F. No employee shall be terminated for his or her first instance of refusing a mandatory overtime shift.