Common use of Scheduled Hours, Workweek Clause in Contracts

Scheduled Hours, Workweek. Workday A. Except as otherwise specified in this Agreement, the regular hours of work for full-time employees shall be thirty-seven and one-half (37.5) hours per week excluding meal periods or forty (40) hours per week excluding meal periods, as has been established for that job title at the particular job location. Any employee whose regular workweek has averaged more than forty (40) hours excluding meal periods in the past shall have a forty (40) hour workweek. B. The work schedule, both starting times and quitting times, of employees shall be posted on a bulletin board at each work location or otherwise made available to employees and Union stewards. C. When the Employer desires to change the work schedule of employee(s) the Employer shall, whenever practicable, solicit volunteers from among the group of potentially affected employees, and select from among the qualified volunteers. The Employer shall, except in emergency situations, give any affected employee whose schedule is being involuntarily changed ten (10) days written notice of such contemplated change. The provisions of this subsection shall not be used for the purpose of avoiding the payment of overtime. D. To the extent practicable, the normal work week shall consist of five (5) consecutive days, Monday through Friday, with the regular hours of work each day to be consecutive except for meal periods. Similarly, to the extent practicable, employees in continuous operations shall receive two (2) consecutive days off in each seven (7) day period. The parties shall establish a joint Union/Management Committee in each Department/Agency to study those situations where such work schedules do not now prevail in an attempt to determine the practicability of establishing a regular work schedule for employees which might consist of five (5) consecutive workdays followed by two (2) consecutive days off. The joint Union/Management Committee shall also study those situations in each facility where the employee works more than one (1) shift in a workweek in an effort to establish more uniform work schedules. Should the parties not be able to come to agreement on this issue, then the parties may seek resolution at Step III of the grievance procedure. This subsection should not apply to employees in authorized flexible hours programs. E. Employees in the Department of Youth Services who engage in field trips from the forestry camps should work a regular schedule of not more than twenty-six (26) days of work followed by not more than thirteen (13) days off. F. The parties acknowledge the benefit of establishing alternative work schedules, including but not limited to flexible hours, staggered hours, part-time and job sharing where such programs contribute to the efficient delivery of state services. The Labor Management Committee established pursuant to ARTICLE 25 of this Agreement shall meet to determine the feasibility of establishing such options where they do not currently exist, to monitor existing programs, and to recommend changes where appropriate. Upon the written request of either party, the Union shall meet with local and central office representatives relative to developing and implementing Flex-time/Alternative work schedules where feasible for an individual worksite/facility or for the Department/Agency. Following said meetings where there continues to be any unresolved issues the areas of dispute may be brought at the request of either party to the Human Resources Division to work toward a possible resolution. All agreements reached pursuant to the above paragraph shall be submitted to the Union and the Human Resources Division for approval.

Scheduled Hours, Workweek. Workday A. Except as otherwise specified in this Agreement, the regular hours of work for full-time employees shall be thirty-seven and one-half (37.5) hours per week excluding meal periods or forty (40) hours per week excluding meal periods, as has been established for that job title at the particular job location. Any employee whose regular workweek has averaged more than forty (40) hours excluding meal periods in the past shall have a forty (40) hour workweek. B. The work schedule, both starting times and quitting times, of employees shall be posted on a bulletin board at each work location or otherwise made available to employees and Union stewards. C. When the Employer desires to change the work schedule of employee(s) the Employer shall, whenever practicable, solicit volunteers from among the group of potentially affected employees, and select from among the qualified volunteers. The Employer will strive to provide the employee at least fifteen (15) working days prior written notice, but shall, except in emergency situations, give any affected employee whose schedule is being involuntarily changed no fewer than ten (10) working days written notice of such contemplated change. The provisions of this subsection shall not be used for the purpose of avoiding the payment of overtime. D. To the extent practicable, the normal work week shall consist of five (5) consecutive days, Monday through Friday, with the regular hours of work each day to be consecutive except for meal periods. Similarly, to the extent practicable, employees in continuous operations shall receive two (2) consecutive days off in each seven (7) day period. The parties shall establish a joint Union/Management Committee in each Department/Agency to study those situations where such work schedules do not now prevail in an attempt to determine the practicability of establishing a regular work schedule for employees which might consist of five (5) consecutive workdays followed by two (2) consecutive days off. The joint Union/Management Committee shall also study those situations in each facility where the employee works more than one (1) shift in a workweek in an effort to establish more uniform work schedules. Should the parties not be able to come to agreement on this issue, then the parties may seek resolution at Step III of the grievance procedure. This subsection should not apply to employees in authorized flexible hours programs. E. Employees in the Department of Youth Services who engage in field trips from the forestry camps should work a regular schedule of not more than twenty-six (26) days of work followed by not more than thirteen (13) days off. F. The parties acknowledge the benefit of establishing alternative work schedules, including but not limited to flexible hours, staggered hours, part-time and job sharing where such programs contribute to the efficient delivery of state services. The Labor Management Committee established pursuant to ARTICLE 25 of this Agreement shall meet to determine the feasibility of establishing such options where they do not currently exist, to monitor existing programs, and to recommend changes where appropriate. Upon the written request of either party, the Union shall meet with local and central office representatives relative to developing and implementing Flex-time/Alternative work schedules where feasible for an individual worksite/facility or for the Department/Agency. Following said meetings where there continues to be any unresolved issues the areas of dispute may be brought at the request of either party to the Human Resources Division to work toward a possible resolution. All agreements reached pursuant to the above paragraph shall be submitted to the Union and the Human Resources Division for approval.

Scheduled Hours, Workweek. Workday A. Except as otherwise specified in this Agreement, the regular hours of work for full-time employees shall be thirty-seven and one-half (37.5) hours per week excluding meal periods or forty (40) hours per week excluding meal periods., as has been established for that job title at the particular job location. Any employee whose regular workweek has averaged more than forty (40) hours excluding meal periods in the past shall have a forty (40) hour workweek. B. The work schedule, both starting times and quitting times, of employees shall be posted on a bulletin board at each work location or otherwise made available to employees and Union stewards. C. When the Employer desires to change the work schedule of employee(s) the Employer shall, whenever practicable, give the affected employee ten (10) days written notice. solicit volunteers from among the group of potentially affected employees, employees and select from among the qualified volunteers. The Employer shall, except in emergency situations, give any affected employee whose schedule is being involuntarily changed ten (10) days written notice of such contemplated change. The provisions of this subsection shall not be used for the purpose of avoiding the payment of overtime. D. To the extent practicable, the normal work week shall consist of no more than five (5) consecutive days, Monday through Friday, with the regular hours of work each day to be consecutive except for meal periods. Similarly, to the extent practicable, employees in continuous operations shall receive two (2) consecutive days off in each seven (7) day period. The parties shall establish a joint Union/Management Committee in each Department/Agency to study those situations where such work schedules do not now prevail in an attempt to determine the practicability of establishing a regular work schedule for employees which might consist of five (5) consecutive workdays followed by two (2) consecutive days off. The joint Union/Management Committee shall also study those situations in each facility where the employee works more than one (1) shift in a workweek in an effort to establish more uniform work schedules. Should the parties not be able to come to agreement on this issue, then the parties may seek resolution at Step III of the grievance procedure. This subsection should not apply to employees in authorized flexible hours programsprograms or those working alternative work schedules. A workweek other than Monday through Friday may be established where the Employer reasonably determines the need for such schedule. E. Employees (1) The Employer may establish a work week of less than five consecutive days, including three (3) or (4) four day workweeks, provided that the work day shall not exceed 13.34 hours excluding meal periods (“Compressed Workweek”). The Employer shall attempt to fill Compressed Workweek schedules by first soliciting volunteers and shall select from among qualified volunteers in order of seniority. If there are an insufficient number of qualified volunteers, the Employer may upon 14-day notice reassign qualified employees in inverse order of seniority within the district or other administrative work unit, selecting first from among temporary employees and then regular employees. (2) The Employer shall not involuntarily reassign any employee to a Compressed Workweek schedule prior to April 15, 2020, except that temporary employees and new hires may be assigned to such schedules. Prior to extending an offer of employment to any person hired after this agreement is ratified the Employer shall provide written notice that they may be required to work a Compressed Workweek. (3) No involuntary reassignment shall extend beyond 12 consecutive weeks and no employee shall be involuntarily reassigned more than twice during any rolling 52-week period or be required to work more than 24 weeks in the Department aggregate during any rolling 52-week period. (4) Annually, beginning on April 1, 2020 up to twenty percent (20%) of Youth Services the total number of bargaining unit employees in Bargaining Units B and C combined may elect to be excluded from assignment to a Compressed Workweek schedule. Employees shall be given an opportunity to make this election within a District or other administrative work unit in order of their MassDOT seniority. For purposes of this section there shall be a single seniority roster for Units B and C. Employees who engage in field trips from the forestry camps should make this election shall not be required or permitted to work a regular Compressed Workweek schedule through April 15th of not more than twenty-six (26) days the following year. Such election must be made in writing to the District Highway Director or other Department head on or before April 1st of work followed by not more than thirteen (13) days offeach year. F. (1) When a holiday falls on a day that an employee assigned to a Compressed Workweek schedule is scheduled to work but is not required to work, the employee shall be paid at their regular hourly rate for all of their regularly scheduled hours that day. If the employee is required to work the holiday, in addition to the employee’s regular pay, s/he may elect to receive either 7.5 or 8 hours of pay at their regular hourly rate or 7.5 or 8 hours of compensatory time based on the number of hours in their normal workweek. (2) When a holiday falls on a day that an employee assigned to a Compressed Workweek schedule is not scheduled to work, the employee shall be paid 7.5 or 8 hours of holiday pay at their regular hourly rate based on the number of hours in their normal workweek. If the employee works the holiday, in addition to the employee’s regular pay, s/he may elect to receive either 7.5 or 8 hours of pay at their regular hourly rate or 7.5 or 8 hours of compensatory time based on the number of hours in their normal workweek. G. In addition to all other compensation to which they are entitled under the terms of this Agreement, employees working a Compressed Workweek schedule that includes work on both Saturday and Sunday shall also be paid an additional $ 1.25 for all hours worked during that Compressed Workweek. H. The parties acknowledge the benefit of establishing alternative work schedules, including but not limited to flexible hours, staggered hours, part-time and job sharing where such programs contribute to the efficient delivery of state services. The Labor Management Committee established pursuant to ARTICLE 25 of this Agreement shall meet to determine the feasibility of establishing such options where they do not currently exist, to monitor existing programs, and to recommend changes where appropriate. Upon the written request of either party, the Union shall meet with local and central office representatives relative to developing and implementing Flex-time/Alternative work schedules where feasible for an individual worksite/facility or for the Department/Agency. Following said meetings where there continues to be any unresolved issues the areas of dispute may be brought at the request of either party to the Human Resources Division to work toward a possible resolution. All agreements reached pursuant to the above paragraph shall be submitted to the Union and the Human Resources Division for approval.

Scheduled Hours, Workweek. Workday A. Except as otherwise specified in this Agreement, the regular hours of work for full-time employees shall be thirty-seven and one-half (37.5) hours per week excluding meal periods or forty (40) hours per week excluding meal periods, as has been established for that job title at the particular job location. Any employee whose regular workweek has averaged more than forty (40) hours excluding meal periods in the past shall have a forty (40) forty-hour workweek. B. The work schedule, both starting times and quitting times, of employees shall be posted on a bulletin board at each work location or otherwise made available to employees and Union stewards. C. When the Employer desires to change the work schedule of employee(s) the Employer shall, whenever practicable, solicit volunteers from among the group of potentially affected employees, and select from among the qualified volunteers. The Employer shall, except in emergency situations, give any affected employee whose schedule is being involuntarily changed ten (10) days written notice of such contemplated change. The provisions of this subsection shall not be used for the purpose of avoiding the payment of overtime. D. To the extent practicable, the normal work week shall consist of five (5) consecutive days, Monday through Friday, with the regular hours of work each day to be consecutive except for meal periods. Similarly, to the extent practicable, employees in continuous operations shall receive two (2) consecutive days off in each seven (7) day period. The parties shall establish a joint Union/Management Committee in each Department/Agency to study those situations where such work schedules do not now prevail in an attempt to determine the practicability of establishing a regular work schedule for employees which might consist of five (5) consecutive workdays followed by two (2) consecutive days off. The joint Union/Management Committee shall also study those situations in each facility where the employee works more than one (1) shift in a workweek in an effort to establish more uniform work schedules. Should the parties not be able to come to agreement on this issue, then the parties may seek resolution at Step III of the grievance procedure. This subsection should not apply to employees in authorized flexible hours programs. E. Employees in the Department of Youth Services who engage in field trips from the forestry camps should work a regular schedule of not more than twenty-six (26) days of work followed by not more than thirteen (13) days off. F. The parties acknowledge the benefit of establishing alternative work schedulesoptions, including but not limited to flexible hours, staggered hours, part-time time, telecommuting and job sharing where such programs contribute to the efficient delivery of state services. The Labor Labor-Management Committee established pursuant to ARTICLE Article 25 of this Agreement shall meet to determine the feasibility of establishing such options where they do not currently exist, to monitor existing programs, and to recommend changes where appropriate. Upon the written request of either party, the Union shall meet with local and central office representatives relative to developing and implementing Flex-time/implement Appendix H on Alternative work schedules where feasible for an individual worksite/facility or for the Department/Agency. Following said meetings where there continues to be any unresolved issues the areas of dispute may be brought at the request of either party to the Human Resources Division to work toward a possible resolution. All agreements reached pursuant to the above paragraph shall be submitted to the Union and the Human Resources Division for approvalWork Options.

Scheduled Hours, Workweek. Workday A. Except as otherwise specified in this Agreement, the regular hours of work for full-time employees shall be thirty-seven and one-half (37.5) hours per week excluding meal periods or forty (40) hours per week excluding meal periods., as has been established for that job title at the particular job location. Any employee whose regular workweek has averaged more than forty (40) hours excluding meal periods in the past shall have a forty (40) hour workweek. B. The work schedule, both starting times and quitting times, of employees shall be posted on a bulletin board at each work location or otherwise made available to employees and Union stewards. C. When the Employer desires to change the work schedule of employee(s) the Employer shall, whenever practicable, give the affected employee ten (10) days written notice. solicit volunteers from among the group of potentially affected employees, employees and select from among the qualified volunteers. The Employer shall, except in emergency situations, give any affected employee whose schedule is being involuntarily changed ten (10) days written notice of such contemplated change. The provisions of this subsection shall not be used for the purpose of avoiding the payment of overtime. D. To the extent practicable, the normal work week shall consist of no more than five (5) consecutive days, Monday through Friday, with the regular hours of work each day to be consecutive except for meal periods. Similarly, to the extent practicable, employees in continuous operations shall receive two (2) consecutive days off in each seven (7) day period. The parties shall establish a joint Union/Management Committee in each Department/Agency to study those situations where such work schedules do not now prevail in an attempt to determine the practicability of establishing a regular work schedule for employees which might consist of five (5) consecutive workdays followed by two (2) consecutive days off. The joint Union/Management Committee shall also study those situations in each facility where the employee works more than one (1) shift in a workweek in an effort to establish more uniform work schedules. Should the parties not be able to come to agreement on this issue, then the parties may seek resolution at Step III of the grievance procedure. This subsection should not apply to employees in authorized flexible hours programsprograms or those working alternative work schedules. A workweek other than Monday through Friday may be established where the Employer reasonably determines the need for such schedule. E. Employees (1) The Employer may establish a work week of less than five consecutive days, including three (3) or (4) four day workweeks, provided that the work day shall not exceed 13.34 hours excluding meal periods (“Compressed Workweek”). The Employer shall attempt to fill Compressed Workweek schedules by first soliciting volunteers and shall select from among qualified volunteers in order of seniority. If there are an insufficient number of qualified volunteers, the Employer may upon 14 day notice reassign qualified employees in inverse order of seniority within the district or other administrative work unit, selecting first from among temporary employees and then regular employees. (2) The Employer shall not involuntarily reassign any employee to a Compressed Workweek schedule prior to April 15, 2020, except that temporary employees and new hires may be assigned to such schedules. Prior to extending an offer of employment to any person hired after this agreement is ratified the Employer shall provide written notice that they may be required to work a Compressed Workweek. (3) No involuntary reassignment shall extend beyond 12 consecutive weeks and no employee shall be involuntarily reassigned more than twice during any rolling 52-week period or be required to work more than 24 weeks in the Department aggregate during any rolling 52 week period. (4) Annually, beginning on April 1, 2020 up to twenty percent (20%) of Youth Services the total number of bargaining unit employees in Bargaining Units B and C combined may elect to be excluded from assignment to a Compressed Workweek schedule. Employees shall be given an opportunity to make this election within a District or other administrative work unit in order of their MassDOT seniority. For purposes of this section there shall be a single seniority roster for Units B and C. Employees who engage in field trips from the forestry camps should make this election shall not be required or permitted to work a regular Compressed Workweek schedule through April 15th of not more than twenty-six (26) days the following year. Such election must be made in writing to the District Highway Director or other Department head on or before April 1st of work followed by not more than thirteen (13) days offeach year. F. (1) When a holiday falls on a day that an employee assigned to a Compressed Workweek schedule is scheduled to work but is not required to work, the employee shall be paid at their regular hourly rate for all of their regularly scheduled hours that day. If the employee is required to work the holiday, in addition to the employee’s regular pay, s/he may elect to receive either 7.5 or 8 hours of pay at their regular hourly rate or 7.5 or 8 hours of compensatory time based on the number of hours in their normal workweek. (2) When a holiday falls on a day that an employee assigned to a Compressed Workweek schedule is not scheduled to work, the employee shall be paid 7.5 or 8 hours of holiday pay at their regular hourly rate based on the number of hours in their normal workweek. If the employee works the holiday, in addition to the employee’s regular pay, s/he may elect to receive either 7.5 or 8 hours of pay at their regular hourly rate or 7.5 or 8 hours of compensatory time based on the number of hours in their normal workweek. G. In addition to all other compensation to which they are entitled under the terms of this Agreement, employees working a Compressed Workweek schedule that includes work on both Saturday and Sunday shall also be paid an additional $ 1.25 for all hours worked during that Compressed Workweek. H. The parties acknowledge the benefit of establishing alternative work schedules, including but not limited to flexible hours, staggered hours, part-time and job sharing where such programs contribute to the efficient delivery of state services. The Labor Management Committee established pursuant to ARTICLE 25 of this Agreement shall meet to determine the feasibility of establishing such options where they do not currently exist, to monitor existing programs, and to recommend changes where appropriate. Upon the written request of either party, the Union shall meet with local and central office representatives relative to developing and implementing Flex-time/Alternative work schedules where feasible for an individual worksite/facility or for the Department/Agency. Following said meetings where there continues to be any unresolved issues the areas of dispute may be brought at the request of either party to the Human Resources Division to work toward a possible resolution. All agreements reached pursuant to the above paragraph shall be submitted to the Union and the Human Resources Division for approval.

Scheduled Hours, Workweek. Workday A. Except as otherwise specified in this Agreement, the regular hours of work for full-time employees shall be thirty-seven and one-half (37.5) hours per week excluding meal periods or forty (40) hours per week excluding meal periods, as has been established for that job title at the particular job location. Any employee whose regular workweek has averaged more than forty (40) hours excluding meal periods in the past shall have a forty (40) hour workweek. B. The work schedule, both starting times and quitting times, of employees shall be posted on a bulletin board at each work location or otherwise made available to employees and Union stewards. C. When the Employer desires to change the work schedule of employee(s) the Employer shall, whenever practicable, solicit volunteers from among the group of potentially affected employees, and select from among the qualified volunteers. The Employer shall, except in emergency situations, give any affected employee employ- ee whose schedule is being involuntarily changed ten (10) days written notice of such contemplated change. The provisions of this subsection shall not be used for the purpose of avoiding the payment of overtime. D. To the extent practicable, the normal work week shall consist of five (5) consecutive days, Monday through Friday, with the regular hours of work each day to be consecutive except for meal periods. Similarly, to the extent practicable, employees in continuous operations shall receive two (2) consecutive days off in each seven (7) day period. The parties shall establish a joint Union/Management Committee in each Department/Agency to study those situations where such work schedules do not now prevail in an attempt to determine the practicability of establishing a regular work schedule for employees which might consist of five (5) consecutive workdays followed by two (2) consecutive days off. The joint Union/Management Committee shall also study those situations in each facility where the employee works more than one (1) shift in a workweek in an effort to establish more uniform work schedules. Should the parties not be able to come to agreement on this issue, then the parties may seek resolution at Step III of the grievance procedure. This subsection should not apply to employees in authorized flexible hours programs. E. Employees in the Department of Youth Services who engage in field trips from the forestry camps should work a regular schedule of not more than twenty-six (26) days of work followed by not more than thirteen (13) days off. F. The parties acknowledge the benefit of establishing alternative work schedules, including but not limited to flexible hours, staggered hours, part-time time, telecommuting and job sharing where such programs contribute to the efficient delivery of state services. The Labor Labor-Management Committee established pursuant to ARTICLE 25 of this Agreement shall meet to determine the feasibility of establishing such options where they do not currently shallmeettodeterminethefeasibilityofestablishingsuchoptionswheretheydonotcurrently exist, to monitor existing programs, and to recommend changes where appropriate. Upon the written request of either party, the Union shall meet with local and central office representatives relative to developing and implementing Flex-time/time/ Alternative work schedules where feasible for an individual worksite/facility or for the Department/Agency. Following said meetings where there continues to be any unresolved issues the areas of dispute may be brought at the request of either party to the Human Resources Division to work toward a possible resolution. All agreements reached pursuant to the above paragraph shall be submitted to the Union and the Human Resources Division for approval.

Scheduled Hours, Workweek. Workday A. Except as otherwise specified in this Agreement, the regular hours of work for full-full- time employees shall be thirty-seven and one-half (37.5) hours per week excluding meal periods or forty (40) hours per week excluding meal periods, as has been established for that job title at the particular job location. Any employee whose regular workweek has averaged more than forty (40) hours excluding meal periods in the past shall have a forty (40) hour workweek. B. The work schedule, both starting times and quitting times, of employees shall be posted on a bulletin board at each work location or otherwise made available to employees and Union stewards. C. When the Employer desires to change the work schedule of employee(s) the Employer shall, whenever practicable, solicit volunteers from among the group of potentially affected employees, and select from among the qualified volunteers. The Employer shall, except in emergency situations, give any affected employee whose schedule is being involuntarily changed ten (10) days written notice of such contemplated change. The provisions of this subsection shall not be used for the purpose of avoiding the payment of overtime. D. To the extent practicable, the normal work week shall consist of five (5) consecutive days, Monday through Friday, with the regular hours of work each day to be consecutive except for meal periods. Similarly, to the extent practicable, employees in continuous operations shall receive two (2) consecutive days off in each seven (7) day period. The parties shall establish a joint Union/Management Committee in each Department/Agency to study those situations where such work schedules do not now prevail in an attempt to determine the practicability of establishing a regular work schedule for employees which might consist of five (5) consecutive workdays followed by two (2) consecutive days off. The joint Union/Management Committee shall also study those situations in each facility where the employee works more than one (1) shift in a workweek in an effort to establish more uniform work schedules. Should the parties not be able to come to agreement on this issue, then the parties may seek resolution at Step III of the grievance procedure. This subsection should not apply to employees in authorized flexible hours programs. E. Employees in the Department of Youth Services who engage in field trips from the forestry camps should work a regular schedule of not more than twenty-six (26) days of work followed by not more than thirteen (13) days off. F. The parties acknowledge the benefit of establishing alternative work schedules, including but not limited to flexible hours, staggered hours, part-time time, telecommuting and job sharing where such programs contribute to the efficient delivery of state services. The Labor Labor-Management Committee established pursuant to ARTICLE 25 of this Agreement shall meet to determine the feasibility of establishing such options where they do not currently exist, to monitor existing programs, and to recommend changes where appropriate. Upon the written request of either party, the Union shall meet with local and central office representatives relative to developing and implementing Flex-time/Alternative work schedules where feasible for an individual worksite/facility or for the Department/Agency. Following said meetings where there continues to be any unresolved issues the areas of dispute may be brought at the request of either party to the Human Resources Division to work toward a possible resolution. All agreements reached pursuant to the above paragraph shall be submitted to the Union and the Human Resources Division for approval.