Regular Overtime. The Employer agrees to pay overtime at the rate of time and one-half for hours in excess of an employee's normal work day up to eleven (11) hours, and for hours in excess of an employee's normal work week up to forty-eight (48) hours. All overtime in excess of these hours will be paid at double time.
Regular Overtime. Any overtime work scheduled in advance of the administrative workweek as part of an employee's regularly scheduled workweek is considered regular overtime. An employee shall be compensated for every minute of regular overtime work in accordance with 5 CFR 550.
Regular Overtime. A) Regular overtime occurs when the volume of work in a department or work unit justifies the assignment of a bargaining unit member for more than forty (40) hours in work status during a given week; overtime of this type does not involve emergencies, as defined in Section 12.3.A below; overtime of this type normally involves a bargaining unit member working beyond the regular end of their eight
Regular Overtime. A) Regular overtime occurs when the volume of work in a department or work unit justifies the assignment of a bargaining unit member for more than forty (40) hours in work status during a given week; overtime of this type does not involve emergencies, as defined in Section 12.3.A below; overtime of this type normally involves a bargaining unit member working beyond the regular end of his/her eight (8) hour daily shift. Regular overtime opportunities will be offered to bargaining unit members in the following order: first to full-time, then to permanent part-time and then to intermittent. The bargaining unit member has the right to accept or reject an overtime assignment of this type.
B) The University shall rotate regular overtime opportunities among qualified full-time bargaining unit members within a department or a work unit who regularly perform the work to be assigned on an overtime basis. The University agrees to post and maintain overtime rosters, copies of which shall be sent to the President of the Union on a quarterly basis. Said rosters shall be posted at least monthly on bulletin boards visibly accessible to bargaining unit members in their departments and will include a list of overtime worked and refused. Overtime shall be offered to the bargaining unit members within the department or unit who, on the roster, have the fewest aggregate hours -- worked, refused and credited (12.2.D) -- among those whose job classifications include the work being assigned. The first overtime opportunity in the new calendar year shall be offered to the bargaining unit member(s) in order of greatest to least seniority. A bargaining unit member who is offered but refuses overtime assignments shall be credited on the roster with the amount of overtime refused.
C) Overtime rosters provided for in Section 12.2.B shall lapse on December 31 of each year and be re-established effective January 1 of the following year. Should it become apparent that the University has erred by failing to offer overtime to the qualified individual with the smallest aggregate of overtime -- worked, refused and credited (Section 12.2.B) -- the University shall have the opportunity to correct the error by granting the bargaining unit member involved the next normal opportunity for overtime within his/her overtime group. The time period for identifying and correcting overtime assignment errors shall be extended until June 30 of the year following the lapsing of an overtime roster. The Univers...
Regular Overtime. All other hours worked will be considered as overtime, and be calculated at the rate of time and one-half (1.5) the normal rate except Sunday which will be paid for at double the normal rate.
Regular Overtime. An open shift, expected to be greater than 5 hours in duration, which may be filled by any qualified employee.
Regular Overtime. In the event that a bargaining unit member is requested by the primary administrative supervisor to work beyond the regular work day and/or work week, such work shall be compensated at the bargaining unit member’s regular hourly rate for all additional hours up to forty (40) hours. Any paraprofessional who is required to participate in due process activities held during the summer months shall be compensated at the rate of one and one-half (1-1/2) times the bargaining unit member’s regular hourly rate. Bargaining unit members may choose to be compensated for overtime hours worked either in payment or in compensatory time as defined in the Fair Labor Standards Act. Compensatory time may be accumulated at the rate of one and one-half (1½) times up to a maximum of twenty-four (24) hours and may be used at any time, including in combination with one week of vacation for 12-month employees, with the approval of the administrative supervisor. For example, 16 hours of accumulated time, at the rate of one and one- half equals the 24 hour maximum (16 hours x 1.5 = 24). Each person is responsible for keeping an accurate record of compensatory time earned and used and for accurately reporting the time as it is earned and used on proper District payroll forms. Compensatory time may not be carried over from one fiscal year to the next and must be either used or turned in for payment prior to the June 1 payroll report to allow for payment in the year in which the time was accumulated.
Regular Overtime. Regular overtime shall be compensated at one and one-half (1-1/2) the employee's normal hourly rate. “Regular Overtime" is defined to include all extra shift assignments, special assignments and other assignments not specifically mentioned in Subdivision 1 of this subsection. Emergency calls during an extra shift assignment shall be compensated at the regular overtime (one and one-half) rate.
Regular Overtime. 1. Authorization of employee's supervisor must be obtained prior to working overtime, except in emergency situations.
2. It is the intent of the City to attempt to schedule regular workdays whenever feasible. Said work schedule is subject to change by the City, as services require, and this provision shall not be construed as limiting or preventing the City from establishing other work shifts or hours as the need arises.
3. Compensation for overtime shall be in the form of cash payment or, if requested by the employee and approved by the Fire Chief, compensatory time off. A maximum of 40 hours of compensatory time may be accrued by each employee.
4. Employees leaving City service with accrued compensatory time off shall be paid for the amount of accrued compensatory time to the date of termination. Payment for accrued compensatory time shall be at straight time based on the employee's current rate of pay.
5. Employees shall be paid at a rate of time and one-half for any emergency recall or mandatory overtime worked, with a minimum of 2 hours paid per call. It will be considered emergency recall any time an employee is asked by the officer in charge to immediately:
a. Relieve an on-duty employee who is either sick or has been injured.
b. Respond to an emergency situation or cover a station during an emergency situation.
6. Except as provided herein, effective July 1, 2003, overtime for shift Fire Captains shall be paid for all hours actually worked as a Captain of a fire suppression crew in excess of an employee's regularly scheduled shift at a rate of time and one-half the employee's base pay.
7. Fire Captains will not be compensated for attendance at staff and management meetings.
Regular Overtime. Monday shall be the beginning of each workweek for the purpose of calculating overtime. Employees required by their immediate supervisors to work more than forty (40) paid hours per week shall be compensated at the rate of one and one-half (1½) times the employee’s regular rate of pay over 40 paid hours in that week. Employees will be asked if they are willing to accept overtime during their regular work year. It is noted that the overtime provision only applies to the employee’s current category of position. For example, a cook will not be asked nor assigned overtime for a custodial position. If a sufficient number of employees do not volunteer for overtime, the District may assign overtime to any employee currently working in a specific category of position. No overtime shall be allowed or paid by the district without the prior approval of the immediate supervisor; building principal; or superintendent. There is no guarantee of overtime work for any employee. The Administration shall endeavor to assign overtime as equally as possible within each building and respective job category.
