Common use of Short Notice Call-Out Clause in Contracts

Short Notice Call-Out. Short notice call-out overtime is defined as overtime for which the employee was not given notice four (4) or more hours in advance on a workday during work hours. When an employee is asked to work pursuant to this Subsection, such employee 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. When an employee is called for short notice work, he/she shall, upon reporting, receive a minimum of two (2) hours pay at double time (2X). The employee may be required to remain available for the entire two (2) hours. For the purpose of this section, concurrent or successive emergency assignments to a worker, between the time leaving home (or wherever contacted for emergency work) up to the time of being released, will be considered as a single call. The employee may be released as soon as an emergency job is completed by the supervisor or the System Operator on duty. Under ordinary circumstances, the worker will be released as soon as an emergency job is completed, providing no other emergency has developed requiring further services. However, if the worker is asked to stay on duty in anticipation of further trouble after completing the known emergency work, the employee will be paid for such time at double (2X) the straight time rate when extending beyond the two (2) hour minimum provided herein for emergency calls. AMP shall establish and post a short notice overtime list at the first of each calendar year. The list shall be arranged by classification, in order of seniority with AMP. When a short notice 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). Short notice call out assignments shall be handled pursuant to the following administrative procedure: (1) Short notice assignments shall be distributed and rotated as equitably as practicable among qualified employees in the same classification who have volunteered to be available. Lineworker/Service Lineworker and Line Working Supervisor shall be considered as separate classifications for this purpose. Priority may be given to persons who reside within 30 miles of Alameda. (2) Each week, AMP will post the short notice call out overtime worked or credited as worked (see below) for each person for that week and will, at the end of the week, run up a new accumulated total, update the list, post the list, and distribute the list to AMP personnel concerned with overtime call-out for the next week. (3) AMP will call the volunteer with the least amount of recorded short notice call out hours. In the event employees are called for voluntary emergency overtime and cannot be reached, they will nevertheless be credited with overtime hours for the purpose of this section in the same amount as received by those who did the work. (4) When there are insufficient volunteers available for short notice call out duty, AMP may require employees to report for work on an emergency basis. (5) A new hire, a person coming back off a leave of absence, or a person not previously volunteering for short notice call out duty will initially be credited with one (1) hour more than the maximum accrued in his/her classification. In other words, he/she would go to the “bottom of the list”. (6) A person bidding into or demoted to a new classification, or a person coming back off of an extended sickness will initially be credited with the mean accumulated hours for the classification. In other words, he/she would go to the “middle of the list”. (7) If it is determined that AMP has made a mistake in the administration of this procedure, AMP will place the aggrieved employee at the “top of the list”. (8) By written agreement between AMP and the Union, other call-out procedures may be adopted.

Short Notice Call-Out. Short notice call-out overtime is defined as overtime for which the employee was not given notice four (4) or more hours in advance on a workday during work hours. When an employee is asked to work pursuant to this Subsection, such employee 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. When an employee is called for short notice work, he/she shall, upon reporting, receive a minimum of two (2) hours pay at double time (2X). The employee may be required to remain available for the entire two (2) hours. For the purpose of this section, concurrent or successive emergency assignments to a worker, between the time leaving home (or wherever contacted for emergency work) up to the time of being released, will be considered as a single call. The employee may be released as soon as an emergency job is completed by the supervisor or the System Operator Dispatcher on duty. Under ordinary circumstances, the worker will be released as soon as an emergency job is completed, providing no other emergency has developed requiring further services. However, if the worker is asked to stay on duty in anticipation of further trouble after completing the known emergency work, the employee will be paid for such time at double (2X) the straight time rate when extending beyond the two (2) hour minimum provided herein for emergency calls. AMP shall establish and post a short notice overtime list at the first of each calendar year. The list shall be arranged by classification, in order of seniority with AMP. When a short notice 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). Short notice call out assignments shall be handled pursuant to the following administrative procedure: (1) Short notice assignments shall be distributed and rotated as equitably as practicable among qualified employees in the same classification who have volunteered to be available. Lineworker/Service Lineworker and Line Working Supervisor shall be considered as separate classifications for this purpose. Priority may be given to persons who reside within 30 miles of Alameda. (2) Each week, AMP will post the short notice call out overtime worked or credited as worked (see below) for each person for that week and will, at the end of the week, run up a new accumulated total, update the list, post the list, and distribute the list to AMP personnel concerned with overtime call-out for the next week. (3) AMP will call the volunteer with the least amount of recorded short notice call out hours. In the event employees are called for voluntary emergency overtime and cannot be reached, they will nevertheless be credited with overtime hours for the purpose of this section in the same amount as received by those who did the work. (4) When there are insufficient volunteers available for short notice call out duty, AMP may require employees to report for work on an emergency basis. (5) A new hire, a person coming back off a leave of absence, or a person not previously volunteering for short notice call out duty will initially be credited with one (1) hour more than the maximum accrued in his/her classification. In other words, he/she would go to the “bottom of the list”. (6) A person bidding into or demoted to a new classification, or a person coming back off of an extended sickness will initially be credited with the mean accumulated hours for the classification. In other words, he/she would go to the “middle of the list”. (7) If it is determined that AMP has made a mistake in the administration of this procedure, AMP will place the aggrieved employee at the “top of the list”. (8) By written agreement between AMP and the Union, other call-out procedures may be adopted.

Short Notice Call-Out. Short notice call-out overtime is defined as overtime for which the employee was not given notice four (4) or more hours in advance on a workday during work hours. When an employee is asked to work pursuant to this Subsection, such employee 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. When an employee is called for short notice work, he/she shall, upon reporting, receive a minimum of two (2) hours pay at double time (2X). The employee may be required to remain available for the entire two (2) hours. For the purpose of this section, concurrent or successive emergency assignments to a worker, between the time leaving home (or wherever contacted for emergency work) up to the time of being released, will be considered as a single call. The employee may be released as soon as an emergency job is completed by the supervisor or the System Operator Dispatcher on duty. Under ordinary circumstances, the worker will be released as soon as an emergency job is completed, providing no other emergency has developed requiring further services. However, if the worker is asked to stay on duty in anticipation of further trouble after completing the known emergency work, the employee will be paid for such time at double (2X) the straight time rate when extending beyond the two (2) hour minimum provided herein for emergency calls. AMP AP&T shall establish and post a short notice 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 short notice 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). Short notice call out assignments shall be handled pursuant to the following administrative procedure: (1) Short notice assignments shall be distributed and rotated as equitably as practicable among qualified employees in the same classification who have volunteered to be available. Lineworker/Service Lineworker and Line Working Supervisor shall be considered as separate classifications for this purpose. Priority may be given to persons who reside within 30 miles of Alameda. (2) Each week, AMP AP&T will post the short notice call out overtime worked or credited as worked (see below) for each person for that week and will, at the end of the week, run up a new accumulated total, update the list, post the list, and distribute the list to AMP AP&T personnel concerned with overtime call-out for the next week. (3) AMP AP&T will call the volunteer with the least amount of recorded short notice call out hours. In the event employees are called for voluntary emergency overtime and cannot be reached, they will nevertheless be credited with overtime hours for the purpose of this section in the same amount as received by those who did the work. (4) When there are insufficient volunteers available for short notice call out duty, AMP AP&T may require employees to report for work on an emergency basis. (5) A new hire, a person coming back off a leave of absence, or a person not previously volunteering for short notice call out duty will initially be credited with one (1) hour more than the maximum accrued in his/her classification. In other words, he/she would go to the “bottom of the list”. (6) A person bidding into or demoted to a new classification, or a person coming back off of an extended sickness will initially be credited with the mean accumulated hours for the classification. In other words, he/she would go to the “middle of the list”. (7) If it is determined that AMP AP&T has made a mistake in the administration of this procedure, AMP AP&T will place the aggrieved employee at the “top of the list”. (8) By written agreement between AMP AP&T and the Union, other call-out procedures may be adopted.

Short Notice Call-Out. Short notice call-out overtime is defined as overtime for which the employee was not given notice four (4) or more hours in advance on a workday during work hours. When an employee is asked to work pursuant to this Subsection, such employee 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. When an employee is called for short notice work, he/she they shall, upon reporting, receive a minimum of two (2) hours pay at double time (2X). The employee may be required to remain available for the entire two (2) hours. For the purpose of this section, concurrent or successive emergency assignments to a worker, between the time leaving home (or wherever contacted for emergency work) their location up to the time of being released, will be considered as a single call. The employee may be released as soon as an emergency job is completed by the supervisor or the System Operator on duty. Under ordinary circumstances, the worker will be released as soon as an emergency job is completed, providing no other emergency has developed requiring further services. However, if the worker is asked to stay on duty in anticipation of further trouble after completing the known emergency work, the employee will be paid for such time at double (2X) the straight time rate when extending beyond the two (2) hour minimum provided herein for emergency calls. Short notice assignments shall be distributed and rotated as equitably as practicable among qualified employees. AMP shall establish and post a short notice overtime call-out list at the first beginning of each calendar year. The list It shall be arranged grouped by classification, in order of classification and assign each employee a rank seniority with AMP. When a It shall separately sum number of short notice call-out overtime work assignment hours worked and sum hours credited and be updated bi-weekly in conjunction with the normal payroll cycle. It is made, it shall be offered each employee’s responsibility to the employee at the “top of confirm their contact information on the list”, (. Each employee on the employee with the fewest number list shall indicate a volunteer status and if applicable a within 30 miles of hours worked and/or credited or to the senior employee in the classification if hours worked/credited are equal)Alameda status for priority purposes. Short notice call out assignments shall be handled pursuant to the following administrative procedure: (1) Short notice assignments shall be distributed and rotated as equitably as practicable among qualified employees in the same classification who have volunteered to be available. Lineworker/Service Lineworker and Line Working Supervisor shall be considered as separate classifications for this purpose. Priority may be given to persons who reside within 30 miles of Alameda. (2) Each week, AMP will post the short notice call out overtime worked or credited as worked (see below) for each person for that week and will, at the end of the week, run up a new accumulated total, update the list, post the list, and distribute the list to AMP personnel concerned with overtime call-out for the next week. (3) AMP will call the volunteer with the least amount of recorded short notice call out hours. In the event employees are called for voluntary emergency overtime and cannot be reached, they will nevertheless be credited with overtime hours for the purpose of this section in the same amount as received by those who did the work. (4) When there are insufficient volunteers available for short notice call out duty, AMP may require employees to report for work on an emergency basis. (5) A new hire, a person coming back off a leave of absence, or a person not previously volunteering for short notice call out duty will initially be credited with one (1) hour more than the maximum accrued in his/her classification. In other words, he/she would go to the “bottom of the list”. (6) A person bidding into or demoted to a new classification, or a person coming back off of an extended sickness will initially be credited with the mean accumulated hours for the classification. In other words, he/she they would go to the “middle of the list”. (7) If it is determined that AMP has made a mistake in the administration of this procedure, AMP will place the aggrieved employee at the “top of the list”. (8) By written agreement between AMP and the Union, other call-out procedures may be adopted.