Common use of Prearranged Overtime Clause in Contracts

Prearranged Overtime. Prearranged overtime is defined as work outside regular work hours on a work day or non- work day or holiday for which notice has been given during regular work hours on a work day and which was given a minimum of four (4) hours in advance of the start of such work. Prearranged overtime work shall be distributed among employees in the same classification as equally as is practicable. It is understood that such distribution is on a calendar year basis and the balancing of such is also on a calendar year basis. In other words, should an imbalance occur in the prearranged overtime worked/credited, AMP is obligated to balance overtime within the classification as equally as is practicable by the end of the calendar year. When an employee is notified to report to the job for work which does not immediately follow the conclusion of the regular work day, the employee will be paid at one and one-half (1 1/2) times the straight time rate for a minimum of two (2) hours. Prearranged overtime must be cancelled six (6) hours or more prior to start of work to avoid penalty payment of the minimum two (2) hours of overtime. An employee scheduled to work prearranged overtime must appear for such work unless there is a valid excuse. An employee under the influence of alcohol or drugs, or in an impaired condition for any reason, shall inform the supervisor that the employee cannot report for duty. AMP shall establish and post a prearranged overtime list at the first of each calendar year. The list shall be arranged by classification, in order of seniority with AMP. When a prearranged overtime work assignment is made, it shall be offered to the employee at the “top of the list”, (the employee with the fewest number of hours worked and/or credited or to the senior employee in the classification if hours worked/credited are equal). An employee who is offered an opportunity to work prearranged overtime but declines shall be credited with the same number of hours actually worked by the employee who does work. Calculation of employee at the “top of the list” shall include hours actually worked as well as hours charged. Bi-weekly (in conjunction with normal payroll cycle), AMP shall post the list of prearranged overtime hours worked and credited for each employee, grouped by classification, and arranged in the order of least hours worked/credited to most hours worked/credited. During the subsequent two-week period, prearranged overtime assignments shall be offered to employees in the order they appear on the list. Should there be insufficient volunteers to perform the work required, AMP shall assign the work to the employee(s) in the needed classification who has the least number of year-to- date total hours. If two or more employees have the same number of year-to-date total hours worked, the employee with the least AMP seniority shall be assigned to work. An employee scheduled to be on vacation or floating holiday shall not be scheduled to work overtime for the period between the end of the employee’s last regular day of work preceding the employee’s vacation and the start of the employee’s first regular day of work following the vacation. An employee who is off due to illness or injury shall not be scheduled to work overtime until such employee returns to work on a regular workday. A new hire, an employee coming back off a leave of absence, or an employee not previously volunteering for duty will initially be credited with one (1) hour more than the maximum accrued in his/her classification. In other words, the employee would go to the “bottom of the list”.

Prearranged Overtime. ‌ Prearranged overtime is defined as work outside regular work hours on a work day or non- work day or holiday for which notice has been given during regular work hours on a work day and which was given a minimum of four (4) hours in advance of the start of such work. Prearranged overtime work shall be distributed among employees in the same classification as equally as is practicable. It is understood that such distribution is on a calendar year basis and the balancing of such is also on a calendar year basis. In other words, should an imbalance occur in the prearranged overtime worked/credited, AMP is obligated to balance overtime within the classification as equally as is practicable by the end of the calendar year. When an employee is notified to report to the job for work which does not immediately follow the conclusion of the regular work day, the employee will be paid at one and one-half (1 1/2) times the straight time rate for a minimum of two (2) hours. Prearranged overtime must be cancelled six (6) hours or more prior to start of work to avoid penalty payment of the minimum two (2) hours of overtime. An employee scheduled to work prearranged overtime must appear for such work unless there is a valid excuse. An employee under the influence of alcohol or drugs, or in an impaired condition for any reason, shall inform the supervisor that the employee cannot report for duty. AMP shall establish and post a prearranged overtime list at the first of each calendar year. The list shall be arranged by classification, in order of seniority with AMP. When a prearranged overtime work assignment is made, it shall be offered to the employee at the “top of the list”, (the employee with the fewest number of hours worked and/or credited or to the senior employee in the classification if hours worked/credited are equal). An employee who is offered an opportunity to work prearranged overtime but declines shall be credited with the same number of hours actually worked by the employee who does work. Calculation of employee at the “top of the list” shall include hours actually worked as well as hours charged. Bi-weekly (in conjunction with normal payroll cycle), AMP shall post the list of prearranged overtime hours worked and credited for each employee, grouped by classification, and arranged in the order of least hours worked/credited to most hours worked/credited. During the subsequent two-week period, prearranged overtime assignments shall be offered to employees in the order they appear on the list. Should there be insufficient volunteers to perform the work required, AMP shall assign the work to the employee(s) in the needed classification who has the least number of year-to- date total hours. If two or more employees have the same number of year-to-date total hours worked, the employee with the least AMP seniority shall be assigned to work. An employee scheduled to be on vacation or floating holiday shall not be scheduled to work overtime for the period between the end of the employee’s last regular day of work preceding the employee’s vacation and the start of the employee’s first regular day of work following the vacation. An employee who is off due to illness or injury shall not be scheduled to work overtime until such employee returns to work on a regular workday. A new hire, an employee coming back off a leave of absence, or an employee not previously volunteering for duty will initially be credited with one (1) hour more than the maximum accrued in his/her classification. In other words, the employee would go to the “bottom of the list”.

Prearranged Overtime. Prearranged overtime is defined as work outside regular work hours on a work day or non- work day or holiday for which notice has been given during regular work hours on a work day and which was given a minimum of four (4) hours in advance of the start of such work. Prearranged overtime work shall be distributed among employees in the same classification as equally as is practicable. It is understood that such distribution is on a calendar year basis and the balancing of such is also on a calendar year basis. In other words, should an imbalance occur in the prearranged overtime worked/credited, AMP is obligated to balance overtime within the classification as equally as is practicable by the end of the calendar year. When an employee is notified to report to the job for work which does not immediately follow the conclusion of the regular work day, the employee will be paid at one and one-half (1 1/2) times the straight time rate for a minimum of two (2) hours. Prearranged overtime must be cancelled six (6) hours or more prior to start of work to avoid penalty payment of the minimum two (2) hours of overtime. An employee scheduled to work prearranged overtime must appear for such work unless there is a valid excuse. An employee under the influence of alcohol or drugs, or in an impaired condition for any reason, shall inform the supervisor that the employee cannot report for duty. AMP shall establish and post a prearranged overtime list at the first beginning of each calendar year. The list shall be arranged by classification, in order of seniority with AMP. Management may post and update prearranged overtime for signup at any time prior to the work commencing. When a prearranged overtime work assignment is made, it shall be offered to the employee employee(s) at the “top of the list”, (the employee with the fewest number of hours worked and/or credited or to the senior employee in the classification if hours worked/credited are equal). An employee who is offered an opportunity to work prearranged overtime but declines shall be credited with the same number of hours actually worked by the employee who does work. Calculation of employee at the “top of the list” shall include hours actually worked as well as hours charged. Bi-weekly (in conjunction with normal payroll cycle), AMP shall post the list of prearranged overtime hours worked and credited for each employee, grouped by classification, and arranged in the order of least hours worked/credited to most hours worked/credited. During the subsequent two-week period, prearranged overtime assignments shall be offered to employees in the order they appear on the list. Should there be insufficient volunteers to perform the work required, AMP shall assign the work to the employee(s) in the needed classification who has the least number of year-to- to-date total hours. If two or more employees have the same number of year-to-date total hours worked, the employee with the least AMP seniority shall be assigned to work. An employee scheduled to be on vacation or floating holiday shall not be scheduled mandated to work overtime for the period between the end of the employee’s last regular day of work preceding the employee’s vacation and the start of the employee’s first regular day of work following the vacationvacation with the exception of a need to call employees in during an emergency. An employee who is off due to illness or injury shall not be scheduled to work overtime until such employee returns to work on a regular workday. A new hire, an employee coming back off a leave of absence, or an employee not previously volunteering for duty will initially be credited with one one (1) hour more than the maximum accrued in his/her their classification. In other words, the employee would go to the “bottom of the list”.

Prearranged Overtime. ‌ Prearranged overtime is defined as work outside regular work hours on a work day or non- work day or holiday for which notice has been given during regular work hours on a work day and which was given a minimum of four (4) hours in advance of the start of such work. Prearranged overtime work shall be distributed among employees in the same classification as equally as is practicable. It is understood that such distribution is on a calendar year basis and the balancing of such is also on a calendar year basis. In other words, should an imbalance occur in the prearranged overtime worked/credited, AMP is obligated to balance overtime within the classification as equally as is practicable by the end of the calendar year. When an employee is notified to report to the job for work which does not immediately follow the conclusion of the regular work day, the employee will be paid at one and one-half (1 1/2) times the straight time rate for a minimum of two (2) hours. Prearranged overtime must be cancelled six (6) hours or more prior to start of work to avoid penalty payment of the minimum two (2) hours of overtime. An employee scheduled to work prearranged overtime must appear for such work unless there is a valid excuse. An employee under the influence of alcohol or drugs, or in an impaired condition for any reason, shall inform the supervisor that the employee cannot report for duty. AMP shall establish and post a prearranged overtime list at the first beginning of each calendar year. The list shall be arranged by classification, in order of seniority with AMP. Management may post and update prearranged overtime for signup at any time prior to the work commencing. When a prearranged overtime work assignment is made, it shall be offered to the employee employee(s) at the “top of the list”, (the employee with the fewest number of hours worked and/or credited or to the senior employee in the classification if hours worked/credited are equal). An employee who is offered an opportunity to work prearranged overtime but declines shall be credited with the same number of hours actually worked by the employee who does work. Calculation of employee at the “top of the list” shall include hours actually worked as well as hours charged. Bi-weekly (in conjunction with normal payroll cycle), AMP shall post the list of prearranged overtime hours worked and credited for each employee, grouped by classification, and arranged in the order of least hours worked/credited to most hours worked/credited. During the subsequent two-week period, prearranged overtime assignments shall be offered to employees in the order they appear on the list. Should there be insufficient volunteers to perform the work required, AMP shall assign the work to the employee(s) in the needed classification who has the least number of year-to- to-date total hours. If two or more employees have the same number of year-to-date total hours worked, the employee with the least AMP seniority shall be assigned to work. An employee scheduled to be on vacation or floating holiday shall not be scheduled mandated to work overtime for the period between the end of the employee’s last regular day of work preceding the employee’s vacation and the start of the employee’s first regular day of work following the vacationvacation with the exception of a need to call employees in during an emergency. An employee who is off due to illness or injury shall not be scheduled to work overtime until such employee returns to work on a regular workday. A new hire, an employee coming back off a leave of absence, or an employee not previously volunteering for duty will initially be credited with one one (1) hour more than the maximum accrued in his/her their classification. In other words, the employee would go to the “bottom of the list”.

Prearranged Overtime. Prearranged overtime is defined as work outside regular work hours on a work day or non- work day or holiday for which notice has been given during regular work hours on a work day and which was given a minimum of four (4) hours in advance of the start of such work. Prearranged overtime work shall be distributed among employees in the same classification as equally as is practicable. It is understood that such distribution is on a calendar year basis and the balancing of such is also on a calendar year basis. In other words, should an imbalance occur in the prearranged overtime worked/credited, AMP is obligated to balance overtime within the classification as equally as is practicable by the end of the calendar year. When an employee is notified to report to the job for work which does not immediately follow the conclusion of the regular work day, the employee will be paid at one and one-half (1 1/2) times the straight time rate for a minimum of two (2) hours. Prearranged overtime must be cancelled six (6) hours or more prior to start of work to avoid penalty payment of the minimum two (2) hours of overtime. An employee scheduled to work prearranged overtime must appear for such work unless there is a valid excuse. An employee under the influence of alcohol or drugs, or in an impaired condition for any reason, shall inform the supervisor that the employee cannot report for duty. AMP shall establish and post a prearranged overtime list at the first of each calendar year. The list shall be arranged by classification, in order of seniority with AMP. When a prearranged overtime work assignment is made, it shall be offered to the employee at the “top of the list”, (the employee with the fewest number of hours worked and/or credited or to the senior employee in the classification if hours worked/credited are equal). An employee who is offered an opportunity to work prearranged overtime but declines shall be credited with the same number of hours actually worked by the employee who does work. Calculation of employee at the “top of the list” shall include hours actually worked as well as hours charged. Bi-weekly (in conjunction with normal payroll cycle), AMP shall post the list of prearranged overtime hours worked and credited for each employee, grouped by classification, and arranged in the order of least hours worked/credited to most hours worked/credited. During the subsequent two-week period, prearranged overtime assignments shall be offered to employees in the order they appear on the list. Should there be insufficient volunteers to perform the work required, AMP shall assign the work to the employee(s) in the needed classification who has the least number of year-to- to-date total hours. If two or more employees have the same number of year-to-date total hours worked, the employee with the least AMP seniority shall be assigned to work. An employee scheduled to be on vacation or floating holiday shall not be scheduled to work overtime for the period between the end of the employee’s last regular day of work preceding the employee’s vacation and the start of the employee’s first regular day of work following the vacation. An employee who is off due to illness or injury shall not be scheduled to work overtime until such employee returns to work on a regular workday. A new hire, an employee coming back off a leave of absence, or an employee not previously volunteering for duty will initially be credited with one (1) hour more than the maximum accrued in his/her classification. In other words, the employee would go to the “bottom of the list”.

Prearranged Overtime. ‌ Prearranged overtime is defined as work outside regular work hours on a work day or non- work day or holiday for which notice has been given during regular work hours on a work day and which was given a minimum of four (4) hours in advance of the start of such work. Prearranged overtime work shall be distributed among employees in the same classification as equally as is practicable. It is understood that such distribution is on a calendar year basis and the balancing of such is also on a calendar year basis. In other words, should an imbalance occur in the prearranged overtime worked/credited, AMP is obligated to balance overtime within the classification as equally as is practicable by the end of the calendar year. When an employee is notified to report to the job for work which does not immediately follow the conclusion of the regular work day, the employee will be paid at one and one-half (1 1/2) times the straight time rate for a minimum of two (2) hours. Prearranged overtime must be cancelled six (6) hours or more prior to start of work to avoid penalty payment of the minimum two (2) hours of overtime. An employee scheduled to work prearranged overtime must appear for such work unless there is a valid excuse. An employee under the influence of alcohol or drugs, or in an impaired condition for any reason, shall inform the supervisor that the employee cannot report for duty. AMP shall establish and post a prearranged overtime list at the first beginning of each calendar year. The list shall be arranged by classification, in order of seniority with AMP. Management may post and update prearranged overtime for signup at any time prior to the work commencing. When a prearranged overtime work assignment is made, it shall be offered to the employee employee(s) at the “top of the list”, (the employee with the fewest number of hours worked and/or credited or to the senior employee in the classification if hours worked/credited are equal). An employee who is offered an opportunity to work prearranged overtime but declines shall be credited with the same number of hours actually worked by the employee who does work. Calculation of employee at the “top of the list” shall include hours actually worked as well as hours charged. Bi-weekly (in conjunction with normal payroll cycle), AMP shall post the list of prearranged overtime hours worked and credited for each employee, grouped by classification, and arranged in the order of least hours worked/credited to most hours worked/credited. During the subsequent two-week period, prearranged overtime assignments shall be offered to employees in the order they appear on the list. Should there be insufficient volunteers to perform the work required, AMP shall assign the work to the employee(s) in the needed classification who has the least number of year-to- date total hours. If two or more employees have the same number of year-to-date total hours worked, the employee with the least AMP seniority shall be assigned to work. An employee scheduled to be on vacation or floating holiday shall not be scheduled to work overtime for the period between the end of the employee’s last regular day of work preceding the employee’s vacation and the start of the employee’s first regular day of work following the vacation. An employee who is off due to illness or injury shall not be scheduled to work overtime until such employee returns to work on a regular workday. A new hire, an employee coming back off a leave of absence, or an employee not previously volunteering for duty will initially be credited with one (1) hour more than the maximum accrued in his/her classification. In other words, the employee would go to the “bottom of the list”.are

Prearranged Overtime. Prearranged overtime is defined as work outside regular work hours on a work day or non- non-work day or holiday for which notice has been given during regular work hours on a work day and which was given a minimum of four (4) hours in advance of the start of such work. Prearranged overtime work shall be distributed among employees in the same classification as equally as is practicable. It is understood that such distribution is on a calendar year basis and the balancing of such is also on a calendar year basis. In other words, should an imbalance occur in the prearranged overtime worked/credited, AMP is obligated to balance overtime within the classification as equally as is practicable by the end of the calendar year. When an employee is notified to report to the job for work which does not immediately follow the conclusion of the regular work day, the employee will be paid at one and one-half (1 1/2) times the straight time rate for a minimum of two (2) hours. Prearranged overtime must be cancelled six (6) hours or more prior to start of work to avoid penalty payment of the minimum two (2) hours of overtime. An employee scheduled to work prearranged overtime must appear for such work unless there is a valid excuse. An employee under the influence of alcohol or drugs, or in an impaired condition for any reason, shall inform the supervisor that the employee cannot report for duty. AMP shall establish and post a prearranged overtime list at the first of each calendar year. The list shall be arranged by classification, in order of seniority with AMP. When a prearranged overtime work assignment is made, it shall be offered to the employee at the “top of the list”, (the employee with the fewest number of hours worked and/or credited or to the senior employee in the classification if hours worked/credited are equal). An employee who is offered an opportunity to work prearranged overtime but declines shall be credited with the same number of hours actually worked by the employee who does work. Calculation of employee at the “top of the list” shall include hours actually worked as well as hours charged. Bi-weekly (in conjunction with normal payroll cycle), AMP shall post the list of prearranged overtime hours worked and credited for each employee, grouped by classification, and arranged in the order of least hours worked/credited to most hours worked/credited. During the subsequent two-week period, prearranged overtime assignments shall be offered to employees in the order they appear on the list. Should there be insufficient volunteers to perform the work required, AMP shall assign the work to the employee(s) in the needed classification who has the least number of year-to- to-date total hours. If two or more employees have the same number of year-to-date total hours worked, the employee with the least AMP seniority shall be assigned to work. An employee scheduled to be on vacation or floating holiday shall not be scheduled to work overtime for the period between the end of the employee’s last regular day of work preceding the employee’s vacation and the start of the employee’s first regular day of work following the vacation. An employee who is off due to illness or injury shall not be scheduled to work overtime until such employee returns to work on a regular workday. A new hire, an employee coming back off a leave of absence, or an employee not previously volunteering for duty will initially be credited with one (1) hour more than the maximum accrued in his/her classification. In other words, the employee would go to the “bottom middle of the list”.

Prearranged Overtime. Prearranged overtime is defined as work outside regular work hours on a work day or non- work day or holiday for which notice has been given during regular work hours on a work day and which was given a minimum of four (4) hours in advance of the start of such work. Prearranged overtime work shall be distributed among employees in the same classification as equally as is practicable. It is understood that such distribution is on a calendar year basis and the balancing of such is also on a calendar year basis. In other words, should an imbalance occur in the prearranged overtime worked/credited, AMP AP&T is obligated to balance overtime within the classification as equally as is practicable by the end of the calendar year. When an employee is notified to report to the job for work which does not immediately follow the conclusion of the regular work day, the employee will be paid at one and one-half (1 1/2) times the straight time rate for a minimum of two (2) hours. Prearranged overtime must be cancelled six (6) hours or more prior to start of work to avoid penalty payment of the minimum two (2) hours of overtime. An employee scheduled to work prearranged overtime must appear for such work unless there is a valid excuse. An employee under the influence of alcohol or drugs, or in an impaired condition for any reason, shall inform the supervisor that the employee cannot report for duty. AMP AP&T shall establish and post a prearranged overtime list at the first of each calendar year. The list shall be arranged by classification, in order of seniority with AMP. AP&T. When a prearranged overtime work assignment is made, it shall be offered to the employee at the “top of the list”, (the employee with the fewest number of hours worked and/or credited or to the senior employee in the classification if hours worked/credited are equal). An employee who is offered an opportunity to work prearranged overtime but declines shall be credited with the same number of hours actually worked by the employee who does work. Calculation of employee at the “top of the list” shall include hours actually worked as well as hours charged. Bi-weekly (in conjunction with normal payroll cycle), AMP AP&T shall post the list of prearranged overtime hours worked and credited for each employee, grouped by classification, and arranged in the order of least hours worked/credited to most hours worked/credited. During the subsequent two-week period, prearranged overtime assignments shall be offered to employees in the order they appear on the list. Should there be insufficient volunteers to perform the work required, AMP AP&T shall assign the work to the employee(s) in the needed classification who has the least number of year-to- to-date total hours. If two or more employees have the same number of year-to-date total hours worked, the employee with the least AMP AP&T seniority shall be assigned to work. An employee scheduled to be on vacation or floating holiday shall not be scheduled to work overtime for the period between the end of the employee’s last regular day of work preceding the employee’s vacation and the start of the employee’s first regular day of work following the vacation. An employee who is off due to illness or injury shall not be scheduled to work overtime until such employee returns to work on a regular workday. A new hire, an employee coming back off a leave of absence, or an employee not previously volunteering for duty will initially be credited with one (1) hour more than the maximum accrued in his/her classification. In other words, the employee would go to the “bottom middle of the list”.