Common use of Regular Overtime Clause in Contracts

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 University may pay for hours missed if it confirms repeated errors involving the same supervisor and/or bargaining unit member. D) Any bargaining unit member who is absent on leave without pay, when his/her regular opportunity for overtime occurs, shall be given overtime "absence credit" for purposes of overtime rotation as if he/she had received and accepted the overtime assignment, and this absence credit shall be posted. Absence credit shall not be posted when the bargaining unit member is on paid leave. The status of a bargaining unit member, new or transferred to a department, shall be to have the highest number of aggregate hours posted. E) Where overtime is necessary, the bargaining unit member who normally does that job shall be offered the overtime.

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 intermittentintermittents. 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 University may pay for hours missed if it confirms repeated errors involving the same supervisor and/or bargaining unit member. D) Any bargaining unit member who is absent on leave without pay, when his/her regular opportunity for overtime occurs, shall be given overtime "absence credit" for purposes of overtime rotation as if he/she had received and accepted the overtime assignment, and this absence credit shall be posted. Absence credit shall not be posted when the bargaining unit member is on paid leave. The status of a bargaining unit member, new or transferred to a department, shall be to have the highest number of aggregate hours posted. E) Where overtime is necessary, the bargaining unit member who normally does that job shall be offered the overtime.

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 histheirhis/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 College or Non-Academic Division 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 seniorityCollege or Non-Academic Division seniority within a department or work unit. 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 University may pay for hours missed if it confirms repeated errors involving the same supervisor and/or bargaining unit member. D) Any bargaining unit member who is absent on leave without pay, when his/her regular opportunity for overtime occurs, shall be given overtime "absence credit" for purposes of overtime rotation as if he/she had received and accepted the overtime assignment, and this absence credit shall be posted. Absence credit shall not be posted when the bargaining unit member is on paid leave. The status of a bargaining unit member, new or transferred to a department, shall be to have the highest number of aggregate hours posted. E) Where overtime is necessary, the bargaining unit member who normally does that job shall be offered the overtime.