Recuperation Time. Full-time bargaining unit employees shall be entitled to take Recuperation Time (which shall not be construed to create any additional statutory or accrued benefits to bargaining unit employees) when they work unusually long hours (including for required business travel), must work on six (6) or more consecutive days in a row, must work on a Company holiday or other such non-work day, or are required to travel for work on a regular day off (hereinafter known as “Recuperation Time”). The employee and the manager shall agree upon the appropriate amount of Recuperation Time taken in recognition of the work or travel described in the preceding sentence. When an employee wants to take Recuperation Time, they shall inform their manager in writing, including the proposed time off. Recuperation Time shall be scheduled at the time of the employee’s choosing, provided it is commercially reasonable for the Company to schedule it at that time. If it is not commercially reasonable to schedule the Recuperation Time as requested by the Employee, it shall be scheduled as close in proximity to that time as possible. It is understood that the Company will give considerable weight to an Employee’s request to utilize Recuperation Time close in proximity to the work performed by the Employee which gave rise to the Recuperation Time. The proposed time off shall not be unreasonably denied. If the employee and manager cannot agree on the scheduling and/or amount of time off, the employee may request a meeting (which may be convened by conference call) with representatives from People & Culture and the Guild to discuss the issue. Such a meeting shall not be in substitute of the Agreement’s grievance and arbitration provisions if there is an unresolved dispute. Notwithstanding the above, when an employee is issued an advance schedule that requires them to work on six (6) or more consecutive days, the manager and the employee shall agree on a day off for the employee to take during a regular work day in the week following the end of the scheduled period. Such employee shall be an entitled to an additional day off, to be taken within thirty (30) days, for each six (6) consecutive days subsequently worked to the original six (6) days. Further, when an employee is scheduled or directed to work on a Company holiday, the manager shall, in consultation with the employee, schedule a day off for the employee within thirty (30) days of the holiday. Time taken according to this provision shal...
Recuperation Time. An employee required to work call out or scheduled overtime within the nine (9) hour period immediately preceding the employee's regular scheduled starting time shall be entitled to be paid time off from their regular shift as a recuperation period. Such time shall be equal to the time worked on the call out and shall be paid at the employee's straight time hourly rate. However, this section is not applicable to call out or scheduled overtime which commences within the three (3) hour period immediately preceding the employee's regular start time.
A. The employee may choose to take recuperation time before beginning their shift or at the end of their normal shift after obtaining approval from their supervisor or manager.
Recuperation Time. When employees work extended hours due to an emergency call out, supervisors shall have the discretion to allow called-out employees to use a flexible work schedule so as to afford called-out employees adequate recuperation time. However, while called-out employees must obtain their supervisors’ consent before utilizing flexible time, supervisors may not force called-out employees to utilize a flexible work schedule.
Recuperation Time i. Full-time bargaining unit employees shall be entitled to take Recuperation Time (which shall not be construed to create any additional statutory or accrued benefits to bargaining unit employees) when they work unusually long hours (including for required business travel or working multiple late nights in a work week), must work on six (6) or more consecutive days in a row, must work on a Company holiday or other such non-work day, or are required to travel for work on a regular day off (hereinafter known as “Recuperation Time”). The Employee and the manager shall agree upon the appropriate amount of Recuperation Time taken in recognition of the work or travel described in the preceding sentence. When an Employee wants to take Recuperation Time, they shall inform their manager in writing, including the proposed time off. The manager shall inform the Employee in writing as to whether the proposed time off can be accommodated, or whether alternative time off must be agreed upon between the Employee and the manager. The proposed time off shall not be unreasonably denied. If the Employee and manager cannot agree on the scheduling and/or amount of time off, the Employee may request a meeting (which may be convened by conference call) with representatives from the People Team and the Guild to discuss the issue. Such a meeting shall not be in substitute of the Agreement’s grievance and arbitration provisions if there is an unresolved dispute.
ii. Notwithstanding the above, when an Employee is issued an advance schedule that requires them to work on six (6) or more consecutive days, the manager and the Employee shall agree on a day off for the Employee to take during a regular work day in the week following the end of the scheduled period. Such Employee shall be entitled to an additional day and a half off, to be taken within thirty (30) days, for each six (6) consecutive days subsequently worked to the original six (6) days. Further, when an Employee is scheduled or directed to work on a Company holiday, the manager shall, in consultation with the Employee, schedule a day off for the Employee within thirty (30) days of the holiday.
iii. Time taken according to this provision shall be designated as Recuperation Time.
iv. An Employee’s ability to take Recuperation Time shall be communicated to all managers of bargaining unit employees.
