Common use of Standby and Call In Clause in Contracts

Standby and Call In. Section 26.1 A “Standby” Employee is defined as an Employee being specifically assigned to remain at a location away from the work premises or available through use of telecommunication devices so that the Employee can be contacted and instructed to report to work within one hour from the time of personal contact. Section 26.2 Employees who are required to be “on standby” away from their work location during non-work hours shall be compensated at the rate of $1.50 per hour for such standby time. Pay for standby time shall be reduced by the number of hours actually worked. Time spent on standby away from the work location shall not count as overtime. Employees shall not be scheduled for stand-by or allowed to work standby during periods of paid or unpaid leave sick leave, vacation in lieu of sick leave (or any other paid leave used in lieu of sick leave), LWOP, injury leave, military leave, or suspension. When an Employee requests to use vacation, APL, floating holidays, or compensatory time of one (1) day or more (including regular days off), the Employee may indicate that the Employee is available to work stand-by during the requested leave period, which shall begin following the last scheduled work shift preceding the leave period. Section 26.3 An Employee who is “On-Call” is defined as an Employee who is subject to call-in, but is free to leave town or not be available to report on a consistent basis or within a reasonable short timeframe. On-Call status shall not require additional compensation. Section 26.4 An Employee who is off duty and has left the premises of his or her work location and is subsequently recalled to duty to perform work that is not continuous with the Employee’s regular work period shall be guaranteed a minimum of two (2) hours of overtime. If the Employee is called again within, or at a time continuous with, the initial two (2) hours of guaranteed overtime, he/she shall be considered still on the clock and shall not receive any additional guaranteed overtime. Employees shall be allotted one hour (1) to report for work after a call-in or stand-by contact from their work unit. Provided that Employees within the Treatment Plant Shift Lead and Electrician III classifications shall receive a minimum of four (4) hours overtime compensation if called back by management on a City holiday and all other provisions within this section are applicable to these two (2) classifications. Section 26.5 For purposes of Employee safety and work effectiveness, supervisors are responsible to ensure that Employees should not work in excess of sixteen (16) hours straight or be assigned to more than sixteen (16) hours of work within any twenty-four (24) hour period. At times this will result in Employees being relieved from duty prior to completion of the normally scheduled hours of his/her regular shift or an Employee being required to report later than the normally scheduled start time. Section 26.6 When required to work extended hours due to emergencies such as snow removal, hazardous conditions, and related events, field Employees and their support personnel who are relieved from duty after working sixteen (16) hours in a twenty-four (24) hour period shall receive payment (“fatigue pay”) for the missed hours of his/her regular shift at the employee’s straight-time hourly rate. Employees shall not be eligible for fatigue pay during non-emergency working conditions. Section 26.7 Employees who are contacted and required to conduct work over the phone or computer shall be compensated for the actual time spent on the phone or computer performing the work. Phone and computer response work is not subject to the minimum time requirements set forth in Section 26.4. Prior to the end of the next scheduled shift, an Employee shall notify his/her supervisor, in accordance with departmental procedures, to record the actual time spent performing such work. Section 26.8 A committee shall be established following the provisions of Article 9 – Labor-Management Relations, to review departmental standby and call-back policies and make recommendations to the Department Head(s) and Human Resources Director as applicable.

Standby and Call In. Section 26.1 A “Standby” Employee is defined as an Employee being specifically assigned to remain at a location away from the work premises or available through use of telecommunication devices so that the Employee can be contacted and instructed to report to work within one hour from the time of personal contact. Section 26.2 Employees who are required to be “on standby” away from their work location during non-work hours shall be compensated at the rate of $1.50 1.25 per hour for such standby time. Pay for standby time shall be reduced by the number of hours actually worked. Time spent on standby away from the work location shall not count as overtime. With the exception of designated holidays and vacation leave of less than one-half (½) shift, Employees shall not be scheduled for stand-by or allowed to work standby during periods of paid or unpaid leave sick leave, vacation in lieu of sick leave (or any other paid leave used in lieu of sick leave), LWOP, injury leave, military leave, or suspension. When an Employee requests to use vacation, APL, floating holidays, or compensatory time of one (1) day or more (including regular days off), the Employee may indicate that the Employee is available to work stand-by during the requested leave period, which shall begin following the last scheduled work shift preceding the leave period. Section 26.3 An Employee who is “On-Call” is defined as an Employee who is subject to call-in, but is free to leave town or not be available to report on a consistent basis or within a reasonable short timeframe. On-Call status shall not require additional compensation. Section 26.4 An Employee who is off duty and has left the premises of his or her work location and is subsequently recalled to duty to perform work that is not continuous with the Employee’s regular work period shall be guaranteed a minimum of two (2) hours of overtime. If the Employee is called again within, or at a time continuous with, the initial two (2) hours of guaranteed overtime, he/she shall be considered still on the clock and shall not receive any additional guaranteed overtime. Employees shall be allotted one hour (1) to report for work after a call-in or stand-by contact from their work unit. Provided that Employees within the Treatment Plant Shift Lead and Electrician III classifications shall receive a minimum of four (4) hours overtime compensation if called back by management on a City holiday and all other provisions within this section are applicable to these two (2) classifications. Section 26.5 For purposes of Employee safety and work effectiveness, supervisors are responsible to ensure that Employees should not work in excess of sixteen (16) hours straight or be assigned to more than sixteen (16) hours of work within any twenty-four (24) hour period. At times this will result in Employees being relieved from duty prior to completion of the normally scheduled hours of his/her regular shift or an Employee being required to report later than the normally scheduled start time. Section 26.6 When required to work extended hours due to emergencies such as snow removal, hazardous conditions, and related events, field Employees and their support personnel who are relieved from duty after working sixteen (16) hours in a twenty-four (24) hour period shall receive payment (“fatigue pay”) for the missed hours of his/her regular shift at the employee’s straight-time hourly rate. Employees shall not be eligible for fatigue pay during non-emergency working conditions. Section 26.7 Employees who are contacted and required to conduct work over the phone or computer shall be compensated for the actual time spent on the phone or computer performing the work. Phone and computer response work is not subject to the minimum time requirements set forth in Section 26.4. Prior to the end of the next scheduled shift, an Employee shall notify his/her supervisor, in accordance with departmental procedures, to record the actual time spent performing such work. Section 26.8 A committee shall be established following the provisions of Article 9 – Labor-Management Relations, to review departmental standby and call-back policies and make recommendations to the Department Head(s) and Human Resources Director as applicable.

Standby and Call In. Section 26.1 A “Standby” Employee is defined as an Employee being specifically assigned to remain at a location away from the work premises or available through use of telecommunication devices so that the Employee can be contacted and instructed to report to work within one hour from the time of personal contact. Section 26.2 Employees who are required to be “on standby” away from their work location during non-work hours shall be compensated at the rate of $1.50 1.2550 per hour for such standby time. Pay for standby time shall be reduced by the number of hours actually worked. Time spent on standby away from the work location shall not count as overtime. With the exception of designated holidays and vacation leave of one shift or lessless than one-half (½) shift, Employees shall not be scheduled for stand-by or allowed to work standby during periods of paid or unpaid leave sick leave, vacation in lieu of sick leave (or any other paid leave used in lieu of sick leave), LWOP, injury leave, military leave, or suspension. When an Employee requests to use vacation, APL, floating holidays, or compensatory time of one (1) day or more (including regular days off), the Employee may indicate that the Employee is available to work stand-by during the requested leave period, which shall begin following the last scheduled work shift preceding the leave period. Section 26.3 An Employee who is “On-Call” is defined as an Employee who is subject to call-in, but is free to leave town or not be available to report on a consistent basis or within a reasonable short timeframe. On-Call status shall not require additional compensation. Section 26.4 An Employee who is off duty and has left the premises of his or her work location and is subsequently recalled to duty to perform work that is not continuous with the Employee’s regular work period shall be guaranteed a minimum of two (2) hours of overtime. If the Employee is called again within, or at a time continuous with, the initial two (2) hours of guaranteed overtime, he/she shall be considered still on the clock and shall not receive any additional guaranteed overtime. Employees shall be allotted one hour (1) to report for work after a call-in or stand-by contact from their work unit. Provided that Employees within the Treatment Plant Shift Lead and Electrician III classifications shall receive a minimum of four (4) hours overtime compensation if called back by management on a City holiday and all other provisions within this section are applicable to these two (2) classifications. Section 26.5 For purposes of Employee safety and work effectiveness, supervisors are responsible to ensure that Employees should not work in excess of sixteen (16) hours straight or be assigned to more than sixteen (16) hours of work within any twenty-four (24) hour period. At times this will result in Employees being relieved from duty prior to completion of the normally scheduled hours of his/her regular shift or an Employee being required to report later than the normally scheduled start time. Section 26.6 When required to work extended hours due to emergencies such as snow removal, hazardous conditions, and related events, field Employees and their support personnel who are relieved from duty after working sixteen (16) hours in a twenty-four (24) 24 hour period shall receive payment (“fatigue pay”) for the missed hours of his/her regular shift at the employee’s straight-time hourly rate. Employees shall not be eligible for fatigue pay during non-emergency working conditions. Section 26.7 Employees who are contacted and required to conduct work over the phone or computer shall be compensated for the actual time spent on the phone or computer performing the work. Phone and computer response work is not subject to the minimum time requirements set forth in Section 26.4. Prior to the end of the next scheduled shift, an Employee shall notify his/her supervisor, in accordance with departmental procedures, to record the actual time spent performing such work. Section 26.8 A committee shall be established following the provisions of Article 9 – Labor-Management Relations, to review departmental standby and call-back policies and make recommendations to the Department Head(s) and Human Resources Director as applicable.