Common use of Overtime Scheduling Clause in Contracts

Overtime Scheduling. Those employees having a preference for extra work on their unit are responsible for indicating such interest to their supervisor. Overtime is the last option exercised when extra hours are required to care for patients. When it is necessary to schedule overtime, the Hospital will incorporate these stated preferences into such plans and offer overtime based on bargaining unit seniority within the unit. Exceptions to bargaining unit seniority may be necessary only to maintain appropriate staffing on impacted shifts or when the unit’s needs can only be met by a specific skill set. A nurse who has transferred into the unit shall be considered least senior for the purposes of the granting of overtime until successful completion of the orientation period. If employees on the home unit decline the overtime, it will be granted to staff, having indicated a prior interest, outside the home unit on the basis of bargaining unit seniority. When it is necessary to assign overtime, Nursing Management will assign the overtime as equitably as possible using reverse bargaining unit seniority, considering previous overtime exposure and length of shift already worked. Recognizing that the Hospital’s assignment of overtime may under certain circumstances conflict with an employee’s personal plans or schedule, such conflicts will be considered and unit staff assistance will be sought in determining who will work the overtime. However, if no volunteers are elicited to work the overtime, it will be mandated based on reverse seniority; staff refusing to work mandated overtime will be subject to disciplinary action. Mandatory overtime means an employee is required to work following the end of their scheduled shift and has not been relieved of direct patient care responsibilities. For OR, PACU, and Digestive Health, mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s assigned case, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. For Surgical Short Stay, AM Admit, and HVSSU mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s currently assigned patient care, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. Incidental overtime means an employee works following the end of their scheduled shift, generally less than one hour, and has been relieved of direct patient care responsibilities. (Charting is not considered a direct patient care responsibility.) The Employer agrees to not use mandatory overtime as a staffing option, except in emergency circumstances as hereinafter defined. Emergency circumstances are defined for purposes of this Section as:

Overtime Scheduling. Those Provisions of this language is supplemented by the National Agreement as long as the National Agreement is in effect. See Exhibit, 1.H.3 “Mandatory Overtime Documents.” 907 Scheduled overtime shall be offered by classification seniority within the licensed pharmacy. Unscheduled overtime shall be offered by classification seniority to those employees having present when the need for overtime arises. Unclaimed overtime whether scheduled or unscheduled, before being assigned to the least senior employee(s) within a preference classification who shall be required to work the overtime, will first be offered by bargaining unit seniority to any member of the bargaining unit within the licensed pharmacy who can perform the work. 908 Job Posting 909 Notices of all job openings within the bargaining unit shall be posted by the Employer by the usual and customary job posting process. The job posting notice may include special qualifications for extra the classification, and will be posted concurrently internally and externally for a minimum of seven (7) calendar days with the exact beginning and ending posting date. 910 Bidding on Posted Openings 911 After completion of an initial probationary period of at least ninety (90) calendar days in a position, employees shall be allowed to electronically submit a request through the Employer’s usual and customary job bidding process for posted jobs for posted jobs in higher-rated or lateral classifications available within their Area Pharmacy Operation. Where two (2) or more employees have submitted requests for the same job, seniority, as defined in Paragraphs 902 and 912, shall prevail where qualifications to perform the work on their unit of the new job are responsible relatively equal. Where the seniority of two (2) or more employees bidding for indicating such interest to their supervisor. Overtime the job opening is the last option exercised when extra hours are required to care for patients. When it is necessary to schedule overtimesame, the Hospital date of the individual employee’s original employment application shall be used to determine the senior employee. If an issue of seniority remains, representatives of the parties will incorporate these stated preferences into such plans and offer overtime based meet to resolve the matter. An employee may be denied an opening regardless of seniority, if said employee has a current Final Warning in file. 912 Seniority for bidding on any posted opening within the bargaining unit shall prevail first by classification seniority within the Area Pharmacy Operation where openings exist, then to employees by bargaining unit seniority within the unitArea Pharmacy Operations. Exceptions to Thereafter, employees by classification seniority at any licensed pharmacy within the Southern California Region and finally employees by bargaining unit seniority at any licensed pharmacy within the Southern California Region will be considered for any posted opening provided a request form is on file with the Area Personnel Office prior to the end of the posting period. Employees who successfully bid on a posted position shall not be unreasonably delayed in assuming the new position. 913 Employees who move to a posted opening shall have a trial period of not less than ninety (90) calendar days. During such ninety (90) day trial period, the employee shall be given thorough instruction and proper orientation in the new work and shall be given an evaluation by the Employer between the fortieth (40th) and fiftieth (50th) day from the date in the new position. After such trial period, if the employee is unable to perform the duties of the new position satisfactorily said employee will be restored to the position immediately held prior to the new position without discrimination. During the trial period, an employee may be necessary only restored to maintain appropriate staffing on impacted shifts or when their former position where it is determined that clear and present danger exists by allowing said employee to remain in the unit’s needs can only be met by a specific skill setnew position. A nurse An employee who has transferred into the unit is voluntarily reassigned pursuant to Article IX shall have seven (7) calendar days to change their mind and upon written request, shall be considered least senior for returned to their former position. This right shall be available only once during the purposes term of the granting of overtime until successful completion of the orientation periodagreement. If employees additional circumstances occur, the Union and the Company will meet and confer. 914 For bidding and reduction in force purposes only, the Antelope Valley pharmacy locations will be considered as an Area Pharmacy Operation. 915 Temporary Position 916 If a position opens on the home unit decline the overtimea temporary basis, it will be granted to staff, having indicated a prior interest, outside the home unit on the basis of bargaining unit senioritytreated as any job opening for bidding purposes. When a temporary position ceases to exist, the employee holding the position will return to his or her former job and employees displaced as a consequence can similarly return to their former position. If a temporary position becomes permanent, it must be posted as a permanent job. Employees awarded a temporary position will not accumulate classification seniority and will not have area seniority while assigned to said position, but will retain and continue to accumulate classification seniority and will maintain area seniority on his or her permanent position. 917 Reduction in Force 918 Where inconsistent this language is necessary to assign overtime, Nursing Management will assign supplemented by the overtime National Employment Income Security Agreement as equitably long as possible using reverse bargaining unit seniority, considering previous overtime exposure and length of shift already workedthe National Agreement is in effect. Recognizing that the Hospital’s assignment of overtime may under certain circumstances conflict with an employee’s personal plans or schedule, such conflicts 919 Reduction in force will be considered accomplished by classification and unit staff assistance will be sought in determining who will work the overtime. However, if no volunteers are elicited to work the overtime, it will be mandated based on reverse seniority; staff refusing to work mandated overtime will be subject to disciplinary action. Mandatory overtime means an employee is required to work following the end of their scheduled shift and has not been relieved of direct patient care responsibilities. For OR, PACU, and Digestive Health, mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s assigned case, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. For Surgical Short Stay, AM Admit, and HVSSU mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s currently assigned patient care, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. Incidental overtime means an employee works following the end of their scheduled shift, generally less than one hour, and has been relieved of direct patient care responsibilities. (Charting is not considered a direct patient care responsibilitystatus within each licensed pharmacy.) The Employer agrees to not use mandatory overtime as a staffing option, except in emergency circumstances as hereinafter defined. Emergency circumstances are defined for purposes of this Section as:

Overtime Scheduling. Those employees having Overtime for Facility Security Officers and Control Room Technicians will be emailed via county email by Tuesday morning (i.e. beginning the next Monday) for each shift by a preference for extra work on their unit are responsible for indicating such interest to their shift supervisor. Email responses must be received within twenty-four (24) hours of the posting email and must include the number of overtime hours worked by the member the previous calendar month (i.e. all January sign-ups will look back to the number of overtime hours worked in December). Overtime is will be awarded to the last option exercised when extra member with the fewest number of overtime hours are required to care for patientsin the prior month. When it is necessary to schedule overtimeIf more than one member has the same number of hours, the Hospital will incorporate these stated preferences into such plans and offer overtime based on bargaining unit seniority within the unit. Exceptions to bargaining unit seniority may be necessary only to maintain appropriate staffing on impacted shifts or when the unit’s needs can only be met by a specific skill set. A nurse who has transferred into the unit shall be considered least senior for the purposes of the granting of overtime until successful completion of the orientation period. If employees on the home unit decline the overtime, it will be granted to staff, having indicated a prior interest, outside the home unit on the basis of bargaining unit seniority. When it is necessary to assign overtime, Nursing Management will assign the overtime as equitably as possible using reverse bargaining unit seniority, considering previous overtime exposure and length of shift already worked. Recognizing that the Hospital’s assignment of overtime may under certain circumstances conflict with an employee’s personal plans or schedule, such conflicts will be considered and unit staff assistance will be sought in determining who will work the overtime. However, if no volunteers are elicited to work the overtime, it will be mandated based on reverse seniority; staff refusing to work mandated overtime will be awarded according to the order of the email response. Except in extenuating circumstances, the list of volunteers for overtime shall be used until exhausted regardless of if the overtime is prescheduled or non-prescheduled. Thereafter, the Employer may offer overtime to any qualified bargaining unit member. The awarding of overtime in accordance with the provisions of this section based on the number of hours worked as specified by a member in an email response shall not be subject to disciplinary actiondiscipline or grievable, regardless of whether the number provided by the member was accurate. Should the Employer make a determination that a member misrepresented the number of overtime hours worked; the member shall be unable to sign up for overtime for a period of sixty (60) calendar days. Neither the determination of misrepresentation nor the determination of inability to sign up for overtime is grievable. Employees must send their own email. Should the overtime be canceled, no bumping rights will exist based on seniority. Mandatory overtime means an resulting from a lack of volunteers shall be filled through reverse seniority. Once the employee is works a mandatory overtime assignment, they will move to the bottom of the list and not be required to work following mandatory overtime until the list is exhausted. Inability to work a pre- scheduled overtime assignment due to illness or death in the family will not require the employee be charged such absence against sick leave. In no event shall any employee be mandated to work overtime on a shift which is different from their regular shift, except that an employee may be mandated to work up to four (4) hours before the start of their regular shift or four (4) hours after the end of their scheduled shift and has not been relieved of direct patient care responsibilities. For OR, PACU, and Digestive Health, mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s assigned case, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. For Surgical Short Stay, AM Admit, and HVSSU mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s currently assigned patient care, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. Incidental overtime means an employee works following the end of their scheduled regular shift, generally less than one hour, and has been relieved of direct patient care responsibilities. (Charting is not considered a direct patient care responsibility.) The Employer agrees to not use mandatory overtime as a staffing option, except in emergency circumstances as hereinafter defined. Emergency circumstances are defined for purposes of this Section as:

Overtime Scheduling. Those employees having a preference The Employer shall not unreasonably demand work in excess of the regularly scheduled hours of any employee and the refusal of an employee shall not constitute grounds for extra work on their unit are responsible for indicating discharge of such interest to their supervisoremployee. Overtime work shall be distributed equitably among all employees including Janitorial supervisors. This distribution shall be based on the facility seniority list and the type of work (regular janitorial or project work). The Employer shall post an overtime distribution list and shall maintain records of overtime distribution and shall provide the Union copies of said records upon the Union’s request. Available overtime shall be posted to allow employees the opportunity to sign up for overtime, except when the Employer has no advance knowledge of such overtime. The facility seniority list will be used to determine who will be asked to perform overtime work beginning with the most senior employee and working down until the number of persons required have been chosen. When overtime work is again required, the selection process shall begin on the same facility seniority list with the next employee after the last option exercised when extra hours chosen. If an employee has declined overtime work, he will not be asked again until the cycle repeats itself on the seniority list and all other employees have been given the opportunity to work. When the bottom of the seniority list is reached, selection process will revert to the top and most senior person. If no employees will accept overtime work, then replacement janitors may be used for this overtime work. If more than four (4) employees are required to care for patientsovertime work, supervision is required. When it is necessary to schedule overtimeIn this instance, the Hospital will incorporate these stated preferences into such plans and offer overtime based on bargaining unit seniority within the unit. Exceptions to bargaining unit seniority may be necessary only to maintain appropriate staffing on impacted shifts or when the unit’s needs can only be met by a specific skill set. A nurse who has transferred into the unit shall be considered least senior waived for the purposes of the granting of overtime until successful completion of the orientation period. If employees on the home unit decline the overtime, it will be granted to staff, having indicated a prior interest, outside the home unit on the basis of bargaining unit seniority. When it is necessary to assign overtime, Nursing Management will assign the overtime as equitably as possible using reverse bargaining unit seniority, considering previous overtime exposure and length of shift already worked. Recognizing that the Hospital’s assignment of overtime may under certain circumstances conflict with an employee’s personal plans or schedule, such conflicts will be considered and unit staff assistance will be sought in determining who will work the overtime. However, if no volunteers are elicited to work the overtime, it will be mandated based on reverse seniority; staff refusing to work mandated overtime will be subject to disciplinary action. Mandatory overtime means an employee is required to work following the end of their scheduled shift and has not been relieved of direct patient care responsibilities. For OR, PACU, and Digestive Health, mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s assigned case, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. For Surgical Short Stay, AM Admit, and HVSSU mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s currently assigned patient care, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. Incidental overtime means an employee works following the end of their scheduled shift, generally less than one hour, and has been relieved of direct patient care responsibilities. (Charting is not considered a direct patient care responsibilityjanitorial supervisors.) The Employer agrees to not use mandatory overtime as a staffing option, except in emergency circumstances as hereinafter defined. Emergency circumstances are defined for purposes of this Section as:

Overtime Scheduling. Those Provisions of this language is supplemented by the National Agreement as long as the National Agreement is in effect. See Exhibit, 1.H.3 “Mandatory Overtime Documents.” 907 Scheduled overtime shall be offered by classification seniority within the licensed pharmacy. Unscheduled overtime shall be offered by classification seniority to those employees having present when the need for overtime arises. Unclaimed overtime whether scheduled or unscheduled, before being assigned to the least senior employee(s) within a preference classification who shall be required to work the overtime, will first be offered by bargaining unit seniority to any member of the bargaining unit within the licensed pharmacy who can perform the work. 908 Job Posting 909 Notices of all job openings within the bargaining unit shall be posted by the Employer by the usual and customary job posting process, and will be posted internally for extra seven (7) calendar days. Job vacancies may be posted concurrently by the Employer Internally and externally based on operational needs. The job posting notice will include the beginning and ending posting dates, the qualifications for the position including any special qualifications related to the position where the opening exists, and the licensed pharmacy or specific non-licensed work location. The Employer shall communicate job opening(s) to employees within the licensed pharmacy or non-licensed work location. 910 Bidding on Posted Openings 911 After completion of an initial probationary period of at least ninety (90) calendar days in a position, employees shall be allowed to electronically submit a request through the Employer’s usual and customary job bidding process for posted jobs for posted jobs in higher-rated or lateral classifications available within their unit Area Pharmacy Operation. Where two (2) or more employees have submitted requests for the same job, seniority, as defined in Paragraphs 902 and 912, shall prevail where qualifications to perform the work of the new job are responsible relatively equal. Where the seniority of two (2) or more employees bidding for indicating such interest to their supervisor. Overtime the job opening is the last option exercised when extra hours are required to care for patients. When it is necessary to schedule overtimesame, the Hospital date of the individual employee’s original employment application shall be used to determine the senior employee. If an issue of seniority remains, representatives of the parties will incorporate these stated preferences into such plans and offer overtime based meet to resolve the matter. An employee may be denied an opening regardless of seniority, if said employee has a current Final Warning in file. 912 Seniority for bidding on any posted opening within the bargaining unit shall prevail first by classification seniority within the Area Pharmacy Operation where openings exist, then to employees by bargaining unit seniority within the unitArea Pharmacy Operations. Exceptions to Thereafter, employees by classification seniority at any licensed pharmacy within the Southern California Region and finally employees by bargaining unit seniority may be necessary only to maintain appropriate staffing on impacted shifts or when at any licensed pharmacy within the unit’s needs can only be met by a specific skill set. A nurse who has transferred into the unit shall be considered least senior for the purposes of the granting of overtime until successful completion of the orientation period. If employees on the home unit decline the overtime, it will be granted to staff, having indicated a prior interest, outside the home unit on the basis of bargaining unit seniority. When it is necessary to assign overtime, Nursing Management will assign the overtime as equitably as possible using reverse bargaining unit seniority, considering previous overtime exposure and length of shift already worked. Recognizing that the Hospital’s assignment of overtime may under certain circumstances conflict with an employee’s personal plans or schedule, such conflicts Southern California Region will be considered and unit staff assistance will be sought in determining who will work for any posted opening provided a request form is on file with the overtime. However, if no volunteers are elicited Area Personnel Office prior to work the overtime, it will be mandated based on reverse seniority; staff refusing to work mandated overtime will be subject to disciplinary action. Mandatory overtime means an employee is required to work following the end of their scheduled shift and has not been relieved of direct patient care responsibilities. For OR, PACU, and Digestive Health, mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s assigned case, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay posting period. For Surgical Short StayEmployees who successfully bid on a posted position shall not be unreasonably delayed in assuming the new position. 913 Employees who move to a posted opening shall have a trial period of not less than ninety (90) calendar days. During such ninety (90) day trial period, AM Admitthe employee shall be given thorough instruction and proper orientation in the new work and shall be given an evaluation by the Employer between the fortieth (40th) and fiftieth (50th) day from the date in the new position. After such trial period, and HVSSU mandatory overtime does not include work following if the end employee is unable to perform the duties of their scheduled shift necessary the new position satisfactorily said employee will be restored to complete the employee’s currently assigned patient careposition immediately held prior to the new position without discrimination. During the trial period, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. Incidental overtime means an employee works following may be restored to their former position where it is determined that clear and present danger exists by allowing said employee to remain in the end new position. An employee who is voluntarily reassigned pursuant to Article IX shall have seven (7) calendar days to change their mind and upon written request, shall be returned to their former position. This right shall be available only once during the term of their scheduled shiftthe agreement. If additional circumstances occur, generally less than one hourthe Union and the Company will meet and confer. 914 For bidding and reduction in force purposes only, and has been relieved of direct patient care responsibilities. (Charting is not the Antelope Valley pharmacy locations will be considered a direct patient care responsibilityas an Area Pharmacy Operation.) The Employer agrees to not use mandatory overtime as a staffing option, except in emergency circumstances as hereinafter defined. Emergency circumstances are defined for purposes of this Section as:

Overtime Scheduling. Those Overtime shall be assigned in the following manner: Whenever possible, non- emergency overtime will be scheduled according to established overtime rotations. The updated rotation lists will be posted where all employees having a preference for extra work on their unit are responsible for indicating such interest will have access to their supervisorview. Overtime is that requires specific skill sets, experience or talent, as determined by management, will be assigned accordingly. The rotation for maintenance overtime will be administered by the last option exercised when extra hours are required Maintenance Supervisor. The other building rotations lists will be administered by the various lead custodians. Any disputes over the application of these rotations will be appealed to care for patientsthe Director of Facilities who will be the sole arbitrator in these matters. Schedulable overtime will be presented to the list administrator as soon as it becomes available. The overtime will be offered to the next employee on the list. Failure to accept available overtime will result in the employee’s spot being skipped. The overtime will then be offered to the next in line. The skipped employee will not be offered new overtime until the next rotation. When it is necessary not enough volunteers are available from a location to schedule overtimemeet the overtime needs, management will offer the overtime to employees from other rotations, with an effort to provide opportunities to those rotations with less overtime worked first. In the event that there are not adequate volunteers available district wide, overtime will become mandatory and will be assigned to the least senior qualified person to have not been forced to work mandatory overtime during the current fiscal year. If all employees have worked mandatory overtime during the current fiscal year, the Hospital rotation will incorporate these stated preferences into such plans and offer begin again from the bottom of the seniority list. The exception to the above practices is snow removal overtime. It is considered part of the job description of a lead custodian to work overtime based on bargaining unit seniority within in order to remove snow from the unitsidewalks of their assigned school. Exceptions to bargaining unit seniority may be necessary only to maintain appropriate staffing on impacted shifts or when the unit’s needs can this will only be met by made in extreme circumstances and completely at the discretion of management. It is also a specific skill set. A nurse who has transferred into the unit shall be considered least senior vital traditional task for the purposes of the granting of overtime until successful completion of the orientation period. If maintenance employees to operate plow trucks on the home unit decline the overtime, it will be granted to staff, having indicated a prior interest, outside the home unit on the basis of bargaining unit seniority. When it is necessary to assign overtime, Nursing Management will assign the overtime as equitably as possible using reverse bargaining unit seniority, considering previous overtime exposure and length of shift already worked. Recognizing that the Hospital’s assignment of overtime may under certain circumstances conflict with an employee’s personal plans or schedule, such conflicts will be considered and unit staff assistance will be sought in determining who will work the overtime. However, if no volunteers are elicited to work the overtime, it will be mandated based on reverse seniority; staff refusing to work mandated This overtime will be subject assigned on a plow route basis. Employees will be given first choice to disciplinary actionretain their plow routes. Mandatory overtime means an employee is required After this the available plow routes will be made available to work following the end of their scheduled shift other employees starting with the most senior and has working down the seniority list. If not been relieved of direct patient care responsibilitiesenough employees volunteer for these plow routes, the routes will be assigned beginning with the least senior and continuing up the seniority list as needed. For OR, PACU, and Digestive Health, mandatory overtime does not include work following the end of their scheduled shift necessary When performance or ability to complete a plow route comes into question, management reserves the employee’s assigned case, not right to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. For Surgical Short Stay, AM Admit, and HVSSU mandatory overtime does not include work following the end of their scheduled shift necessary make adjustments to complete the employee’s currently assigned patient care, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. Incidental overtime means an employee works following the end of their scheduled shift, generally less than one hour, and has been relieved of direct patient care responsibilities. (Charting is not considered a direct patient care responsibilitythese assignments.) The Employer agrees to not use mandatory overtime as a staffing option, except in emergency circumstances as hereinafter defined. Emergency circumstances are defined for purposes of this Section as:

Overtime Scheduling. Those employees having a preference for extra work on their unit are responsible for indicating such interest to their supervisor. Overtime is the last option exercised when extra hours are required to care for patients. When it is necessary to schedule overtimeIn accordance with existing practice, the Hospital will incorporate these stated preferences into such plans and offer overtime based on bargaining unit seniority within the unit. Exceptions to bargaining unit seniority may be necessary only to maintain appropriate staffing on impacted shifts or when the unit’s needs can only be met by a specific skill set. A nurse who has transferred into the unit shall be considered least senior for the purposes of the granting of overtime until successful completion of the orientation period. If employees on the home unit decline the overtime, it will be granted to staff, having indicated a prior interest, outside the home unit on the basis of bargaining unit seniority. When it is necessary to assign overtime, Nursing Management will assign the overtime as equitably as possible using reverse bargaining unit seniority, considering previous overtime exposure and length of shift already worked. Recognizing that the Hospital’s assignment of overtime may under certain circumstances conflict with an employee’s personal plans or schedule, such conflicts will be considered and unit staff assistance will be sought in determining who will work the overtime. However, if no volunteers are elicited to work the overtime, it will be mandated based on reverse seniority; staff refusing to work mandated prescheduled overtime will be emailed via county email to all Facility Security Specialists by Tuesday for the following week. All prescheduled overtime will be awarded on a first-come, first-serve basis according to the order of the email response. Non-prescheduled overtime (overtime that is not known to the Employer by the time the Tuesday email is sent) to the extent practicable and consistent with the efficient and effective operations of the Employer, will be emailed to all Facility Security Specialists as soon as possible and the Employer will make a good faith effort to rotate the non-prescheduled overtime assignments among qualified Facility Security Specialists through the first-come, first-served basis. Overtime for Facility Security Officers and Control Room Technicians will be emailed via county email by Tuesday morning (i.e. beginning the next Monday) for each shift by a shift supervisor. Email responses must be received within twenty-four (24) hours of the posting email and must include the number of overtime hours worked by the member the previous calendar month (i.e. all January sign-ups will look back to the number of overtime hours worked in December). Overtime will be awarded to the member with the fewest number of overtime hours in the prior month. If more than one member has the same number of hours, the overtime will be awarded according to the order of the email response. Except in extenuating circumstances, the list of volunteers for overtime shall be used until exhausted regardless of if the overtime is prescheduled or non-prescheduled. Thereafter, the Employer may offer overtime to any qualified bargaining unit member. The awarding of overtime in accordance with the provisions of this section based on the number of hours worked as specified by a member in an email response shall not be subject to disciplinary actiondiscipline or grievable, regardless of whether the number provided by the member was accurate. Should the Employer make a determination that a member misrepresented the number of overtime hours worked; the member shall be unable to sign up for overtime for a period of sixty (60) calendar days. Neither the determination of misrepresentation nor the determination of inability to sign up for overtime is grievable. Employees must send their own email. Should the overtime be canceled, no bumping rights will exist based on seniority. Mandatory overtime means an resulting from a lack of volunteers shall be filled through reverse seniority. Once the employee is works a mandatory overtime assignment, they will move to the bottom of the list and not be required to work following mandatory overtime until the list is exhausted. Inability to work a pre- scheduled overtime assignment due to illness or death in the family will not require the employee be charged such absence against sick leave. In no event shall any employee be mandated to work overtime on a shift which is different from their regular shift, except that an employee may be mandated to work up to four (4) hours before the start of their regular shift or four (4) hours after the end of their scheduled shift and has not been relieved of direct patient care responsibilities. For OR, PACU, and Digestive Health, mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s assigned case, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. For Surgical Short Stay, AM Admit, and HVSSU mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s currently assigned patient care, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. Incidental overtime means an employee works following the end of their scheduled regular shift, generally less than one hour, and has been relieved of direct patient care responsibilities. (Charting is not considered a direct patient care responsibility.) The Employer agrees to not use mandatory overtime as a staffing option, except in emergency circumstances as hereinafter defined. Emergency circumstances are defined for purposes of this Section as:

Overtime Scheduling. Those employees having It is agreed that the Union will continue responsibility for the distribution and assignment of overtime in accordance with qualifications required by the District. A Union official will be provided access to a preference for extra work on their unit are responsible for indicating such interest telephone to their supervisorobtain the needed overtime commitment. Overtime is The District reserves the last option exercised when extra hours are required right to care for patientsoffer overtime schedules in increments of less than twenty-four (24) hours. When it is necessary Such administration will include the District's ability to schedule require and enforce overtime schedules in the following manner: Using the current overtime system, should a refusal of overtime be made by the employee who appears first in the roster, and upon contact by the District, no other employee in progression accepts said overtime, the Hospital will incorporate these stated preferences into such plans and offer overtime based on bargaining unit seniority within the unit. Exceptions to bargaining unit seniority may be necessary only to maintain appropriate staffing on impacted shifts or when the unit’s needs can only be met by a specific skill set. A nurse who has transferred into the unit shall be considered least senior for the purposes of the granting of overtime until successful completion of the orientation period. If employees on the home unit decline the overtime, it employee initially contacted will be granted required to staff, having indicated a prior interest, outside the home unit on the basis of bargaining unit seniority. When it is necessary to assign overtime, Nursing Management will assign the overtime as equitably as possible using reverse bargaining unit seniority, considering previous overtime exposure and length of shift already worked. Recognizing that the Hospital’s assignment of overtime may under certain circumstances conflict with an employee’s personal plans or schedule, such conflicts will be considered and unit staff assistance will be sought in determining who will work the overtime. However, if no volunteers are elicited to work The Union will supply the overtime, it District with a list of the names of personnel assigned as Overtime Stewards. It will be mandated based the responsibility of the Union to maintain and notify the District of any changes to this list. From this list, the Union will designate an Overtime Xxxxxxx on reverse seniority; staff refusing at least a quarterly basis to work mandated be responsible for the filling of event and any prescheduled overtime. The District will allot up to one hundred eighty (180) hours annually for the designated Overtime Xxxxxxx, at one and one-half (1 ½ ) times the employee's normal rate of pay in thirty (30) minute increments, to fill event and prescheduled overtime when off-duty. The designated Overtime Xxxxxxx and/or the Union must receive approval from the designated Chief prior to performing this task. Upon completion of the overtime hiring, the Overtime Xxxxxxx must properly document his/her time and must notify the designated Chief that the assignment is complete. The designated Chief will make every effort to give prompt notification once the need for special event/prescheduled overtime is identified. All other requests for overtime will be subject to disciplinary action. Mandatory overtime means handled by an employee is required to work following the end of their scheduled shift and has not been relieved of direct patient care responsibilities. For OR, PACU, and Digestive Health, mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s assigned case, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. For Surgical Short Stay, AM Admit, and HVSSU mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s currently assigned patient care, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. Incidental overtime means an employee works following the end of their scheduled shift, generally less than one hour, and has been relieved of direct patient care responsibilities. (Charting is not considered a direct patient care responsibilityOvertime Xxxxxxx while on duty.) The Employer agrees to not use mandatory overtime as a staffing option, except in emergency circumstances as hereinafter defined. Emergency circumstances are defined for purposes of this Section as:

Overtime Scheduling. Those Provisions of this language is supplemented by the National Agreement as long as the National Agreement is in effect. See Exhibit, 1.H.3 “Mandatory Overtime Documents.” 907 Scheduled overtime shall be offered by classification seniority within the licensed pharmacy. Unscheduled overtime shall be offered by classification seniority to those employees having present when the need for overtime arises. Unclaimed overtime whether scheduled or unscheduled, before being assigned to the least senior employee(s) within a preference classification who shall be required to work the overtime, will first be offered by bargaining unit seniority to any member of the bargaining unit within the licensed pharmacy who can perform the work. 908 Job Posting 909 Notices of all job openings within the bargaining unit shall be posted by the Employer by the usual and customary job posting process, and will be posted internally for extra seven (7) calendar days. Job vacancies may be posted concurrently by the Employer Internally and externally based on operational needs. The job posting notice will include the beginning and ending posting dates, the qualifications for the position including any special qualifications related to the position where the opening exists, and the licensed pharmacy or specific non-licensed work location. 910 Bidding on Posted Openings 911 After completion of an initial probationary period of at least ninety (90) calendar days in a position, employees shall be allowed to electronically submit a request through the Employer’s usual and customary job bidding process for posted jobs for posted jobs in higher-rated or lateral classifications available within their unit Area Pharmacy Operation. Where two (2) or more employees have submitted requests for the same job, seniority, as defined in Paragraphs 902 and 912, shall prevail where qualifications to perform the work of the new job are responsible relatively equal. Where the seniority of two (2) or more employees bidding for indicating such interest to their supervisor. Overtime the job opening is the last option exercised when extra hours are required to care for patients. When it is necessary to schedule overtimesame, the Hospital date of the individual employee’s original employment application shall be used to determine the senior employee. If an issue of seniority remains, representatives of the parties will incorporate these stated preferences into such plans and offer overtime based meet to resolve the matter. An employee may be denied an opening regardless of seniority, if said employee has a current Final Warning in file. 912 Seniority for bidding on any posted opening within the bargaining unit shall prevail first by classification seniority within the Area Pharmacy Operation where openings exist, then to employees by bargaining unit seniority within the unitArea Pharmacy Operations. Exceptions to Thereafter, employees by classification seniority at any licensed pharmacy within the Southern California Region and finally employees by bargaining unit seniority may be necessary only to maintain appropriate staffing on impacted shifts or when at any licensed pharmacy within the unit’s needs can only be met by a specific skill set. A nurse who has transferred into the unit shall be considered least senior for the purposes of the granting of overtime until successful completion of the orientation period. If employees on the home unit decline the overtime, it will be granted to staff, having indicated a prior interest, outside the home unit on the basis of bargaining unit seniority. When it is necessary to assign overtime, Nursing Management will assign the overtime as equitably as possible using reverse bargaining unit seniority, considering previous overtime exposure and length of shift already worked. Recognizing that the Hospital’s assignment of overtime may under certain circumstances conflict with an employee’s personal plans or schedule, such conflicts Southern California Region will be considered and unit staff assistance will be sought in determining who will work for any posted opening provided a request form is on file with the overtime. However, if no volunteers are elicited Area Personnel Office prior to work the overtime, it will be mandated based on reverse seniority; staff refusing to work mandated overtime will be subject to disciplinary action. Mandatory overtime means an employee is required to work following the end of their scheduled shift and has not been relieved of direct patient care responsibilities. For OR, PACU, and Digestive Health, mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s assigned case, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay posting period. For Surgical Short StayEmployees who successfully bid on a posted position shall not be unreasonably delayed in assuming the new position. 913 Employees who move to a posted opening shall have a trial period of not less than ninety (90) calendar days. During such ninety (90) day trial period, AM Admitthe employee shall be given thorough instruction and proper orientation in the new work and shall be given an evaluation by the Employer between the fortieth (40th) and fiftieth (50th) day from the date in the new position. After such trial period, and HVSSU mandatory overtime does not include work following if the end employee is unable to perform the duties of their scheduled shift necessary the new position satisfactorily said employee will be restored to complete the employee’s currently assigned patient careposition immediately held prior to the new position without discrimination. During the trial period, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. Incidental overtime means an employee works following may be restored to their former position where it is determined that clear and present danger exists by allowing said employee to remain in the end new position. An employee who is voluntarily reassigned pursuant to Article IX shall have seven (7) calendar days to change their mind and upon written request, shall be returned to their former position. This right shall be available only once during the term of their scheduled shiftthe agreement. If additional circumstances occur, generally less than one hourthe Union and the Company will meet and confer. 914 For bidding and reduction in force purposes only, and has been relieved of direct patient care responsibilities. (Charting is not the Antelope Valley pharmacy locations will be considered a direct patient care responsibilityas an Area Pharmacy Operation.) The Employer agrees to not use mandatory overtime as a staffing option, except in emergency circumstances as hereinafter defined. Emergency circumstances are defined for purposes of this Section as: