Common use of Wages (Overtime) Clause in Contracts

Wages (Overtime). a) Employees covered by this Agreement shall be compensated at one and one-half (1½) times their regular hourly rate (as defined by federal law) for time worked in excess of eight (8) hours per workday or forty (40) hours per workweek. Overtime may be performed only pursuant to specific supervisory authority. b) The University shall maintain separate lists for bargaining unit employees within Housing, Transportation, and Rehabilitation based upon their respective classifications that summarize the number of (1) overtime hours worked; and (2) the number of overtime hours that were declined by those employees. At least once every calendar week, the University will update these overtime lists in order to incorporate any additional overtime hours that were either worked or declined by bargaining unit employees. The University will make these lists reasonably available for review by the affected bargaining unit employees. When the department or unit, within its discretion, determines that it is necessary to assign overtime work within a classification, the University will assign that work to the bargaining unit employee on the pertinent overtime list who has the least amount of overtime hours worked and/or declined. Within Facilities and Services, the assignment of overtime shall be made without regard to whether the employee is being paid a prevailing wage rate or a negotiated rate or whether the assignment entails construction work or maintenance work. If that employee declines the overtime assignment, the overtime assignment then will be offered to the remaining employees on the list in ascending order of overtime hours worked and/or declined. Employees assigned to the UI Ride shuttle shall be removed from the non-emergency overtime rotation for the calendar dates assigned to the UI Ride shuttle. Nothing herein shall prohibit an employee assigned to the UI ride shuttle from working non-emergency overtime on days not assigned to the shuttle. Notwithstanding the foregoing, this Agreement does not prohibit the University from declining to offer an overtime assignment to a particular bargaining unit employee when that employee lacks the requisite CDL license to operate the motor vehicle needed to perform the overtime assignment; or when the particular assignment already is being performed by a bargaining unit employee at the end of his or her regular shift. If a bargaining unit employee already is performing an assignment at the end of his or her regular shift, the University can direct that employee to continue performing the assignment on an overtime basis without having to follow the procedure outlined above. The University, however, shall not utilize this provision to avoid the assignment of overtime to prevailing rate employees when the University knows that overtime will be required at the end of the shift when assigning that work. Any employee who is newly added to an overtime list will be "credited" with the average number of overtime hours worked by other bargaining unit employees in their classification at the time that the new employee is added. Overtime opportunities first must be offered to all bargaining unit employees on the pertinent overtime list before that opportunity can be offered to bargaining unit employees on any other overtime list. In addition, overtime opportunities first must be offered to all bargaining unit employees in accordance with the procedures set forth above before those opportunities may be offered to non-bargaining unit employees, including upgraded building service workers. Bargaining unit work shall not be assigned to non-bargaining unit employees, unless the work cannot readily be assigned, either on a straight time or on an overtime basis, to a status employee. Within Facilities and Services, up to six (6) employees may remove themselves from the voluntary overtime rotation list for a period of six (6) months. Such removal shall be done on a seniority basis. Removal from the voluntary list shall not impact mandatory overtime situations. However, employees who have removed themselves from the voluntary overtime rotation list shall be the last individuals called for mandatory overtime. While the University may not utilize temporary upgrades or extra-help employees to avoid assigning overtime work to bargaining unit employees, the University may utilize non- bargaining unit employees through temporary upgrades and the use of extra-help personnel to fill vacant bargaining unit positions and to perform assignments when no bargaining unit employees are available to perform that work after being offered the overtime opportunity. The University is not obligated to offer the work associated with a vacant bargaining unit position to current bargaining unit employees as overtime, call back or other work opportunities. The University will continue to offer work opportunities that are not associated or tied to a vacant bargaining unit position in accordance with the overtime provisions set forth above. Vacant positions are defined as vacancies attributed to the retirement, resignation or termination of the incumbent employee or an excused or unexcused absence or leave of the incumbent employees of a single day or more, including absences due to the use of vacation or personal leave, floating holidays, sick leave, family and medical leave, victims economic security and safety leave, parental leave, bereavement leave, and disability. Nothing contained within this provision relieves an employee from the obligation to work mandatory overtime to meet operational demands. Snow events are considered mandatory overtime situations. Furthermore, nothing contained within this Agreement obligates the University to create an overtime assignment or offer any specific number of overtime hours to bargaining unit employees.

Wages (Overtime). a) Employees covered by this Agreement shall be compensated at one and one-half (1½) times their regular hourly rate (as defined by federal law) for time worked in excess of eight seven and one-half (8) hours per workday or forty (407½) hours per workweekday or thirty-seven and one-half (37½) hours per week. However, the foregoing daily overtime rule does not apply to employees working a flexible schedule as provided in Article X, Section 2(h), of this Agreement or in the event the Parties mutually agree to implement a work schedule for a particular work unit calling for work days in excess of the seven and one-half (7½) (whichever is applicable) hour schedule. Such employees shall not be entitled to daily overtime when their regular shift exceeds seven and one-half (7½) as part of that flexible or alternative schedule. Overtime wages shall be paid by check; or when mutually agreed to in writing by the department head and the employee, any eligible employee may, in lieu of receiving overtime pay, be granted compensatory time off at the rate of one and one-half (1½) hours for each hour of overtime worked provided the compensatory time off is utilized pursuant to Policy and Rules. Overtime may only be performed only pursuant to specific supervisory authoritydirection. The Employer requires that an eligible employee receive overtime compensation in the event that a supervisor permits overtime to occur although not expressly approving or authorizing it. In order to avoid liability as stated, a supervisor must expressly and effectively prohibit overtime work, including so-called “voluntary” overtime. b) The University shall maintain separate lists for bargaining unit Employer may require employees within Housing, Transportation, and Rehabilitation based upon their respective classifications that summarize the number of (1) overtime hours worked; and (2) the number of overtime hours that were declined by those employees. At least once every calendar week, the University will update these overtime lists in order covered herein to incorporate any additional overtime hours that were either worked or declined by bargaining unit employeeswork overtime. The University Employer will make these lists reasonably available for review by the affected bargaining unit employees. When the department or unit, within its discretion, determines that it is necessary known to assign employees expected to do overtime work within a classificationthe probability of it becoming necessary as far in advance thereof as practicable, except in unforeseen cases or emergency which the University will assign that work Employer alone may define. c) The opportunity to the bargaining unit employee on the pertinent overtime list who has the least amount of overtime hours worked and/or declined. Within Facilities and Services, the assignment of do overtime shall be made without regard to whether offered and distributed on a rotational schedule developed by the employee is being paid a prevailing wage rate or a negotiated rate or whether the assignment entails construction work or maintenance workDepartment, among qualified employees, based on seniority. If that employee declines this does not produce sufficient volunteers to cover the Employer's requirements, the Employer will then proceed to assign sufficient employees to do the overtime assignment, the overtime assignment then will be offered to the remaining employees on the list in ascending order of overtime hours worked and/or declinedwork required. Employees assigned to the UI Ride shuttle Such assignments shall be removed from made starting with the non-emergency overtime rotation for least senior, available, qualified employee in the calendar dates assigned to the UI Ride shuttle. Nothing herein shall prohibit an employee assigned to the UI ride shuttle from working non-emergency overtime on days not assigned to the shuttle. Notwithstanding the foregoing, this Agreement does not prohibit the University from declining to offer an overtime assignment to a particular bargaining unit employee when that employee lacks the requisite CDL license to operate the motor vehicle needed to perform the overtime assignment; or when the particular assignment already is being performed by a bargaining unit employee at the end of his or her regular shiftclass. If a bargaining unit qualified employee already is performing an assignment at the end establishes that they have not received their distribution of his or her regular shiftovertime, the University can direct that such employee shall have first preference to continue performing the assignment on an future overtime basis without having to follow the procedure outlined above. The University, however, shall not utilize this provision to avoid the assignment of overtime to prevailing rate employees when the University knows that overtime will work (provided they are readily available) and then be required placed at the end of the shift when assigning that work. Any employee who is newly added to an rotation. d) Overtime records showing the availability of overtime list work opportunities and the distribution of those work opportunities among bargaining unit members will be "credited" with maintained by the average number of overtime hours worked by other bargaining unit employees in their classification at the time that the new employee is addedEmployer. Overtime opportunities first must be offered to all bargaining unit employees on the pertinent overtime list before that opportunity can be offered to bargaining unit employees on any other overtime list. In additionUpon request, overtime opportunities first must be offered to all bargaining unit employees in accordance with the procedures set forth above before those opportunities may be offered to non-bargaining unit employees, including upgraded building service workers. Bargaining unit work shall not be assigned to non-bargaining unit employees, unless the work cannot readily be assigned, either on a straight time Union representative or on an overtime basis, to a status employee. Within Facilities and Services, up to six (6) employees may remove themselves from the voluntary overtime rotation list for a period of six (6) months. Such removal xxxxxxx shall be done on a seniority basis. Removal from the voluntary list shall not impact mandatory overtime situations. However, employees who have removed themselves from the voluntary overtime rotation list shall be the last individuals called for mandatory overtime. While the University may not utilize temporary upgrades or extra-help employees to avoid assigning overtime work to bargaining unit employees, the University may utilize non- bargaining unit employees through temporary upgrades and the use of extra-help personnel to fill vacant bargaining unit positions and to perform assignments when no bargaining unit employees are available to perform that work after being offered the overtime opportunity. The University is not obligated to offer the work associated furnished with a vacant bargaining unit position to current bargaining unit employees as overtime, call back or other work opportunities. The University will continue to offer work opportunities that are not associated or tied to a vacant bargaining unit position in accordance with the overtime provisions set forth above. Vacant positions are defined as vacancies attributed to the retirement, resignation or termination copy of the incumbent employee or an excused or unexcused absence or leave of the incumbent employees of a single day or more, including absences due to the use of vacation or personal leave, floating holidays, sick leave, family and medical leave, victims economic security and safety leave, parental leave, bereavement leave, and disability. Nothing contained within this provision relieves an employee from the obligation to work mandatory overtime to meet operational demands. Snow events are considered mandatory overtime situations. Furthermore, nothing contained within this Agreement obligates the University to create an overtime assignment or offer any specific number of overtime hours to bargaining unit employeessuch records.

Wages (Overtime). a) Employees covered by this Agreement shall be compensated at one and one-half (1½) times their regular hourly rate (as defined by federal Federal law) for their classifications for time worked in excess of eight (8) hours per workday day or forty (40) hours per workweekweek. Approved benefit hours in pay status shall be counted as hours worked for purpose of overtime calculation. Overtime may only be performed only pursuant to specific supervisory authoritydirection. b) When mutually agreeable to the Unit Manager and to the employee, an eligible employee may, in lieu of receiving overtime pay, be granted compensatory time off at the rate of one and one- half (1½) hours for each hour of overtime worked. An employee may not accumulate more compensatory time than twice the number of hours in his/her/their weekly work schedule. c) The University may require any bargaining unit employee to work mandatory overtime. Barring unexpected or unforeseen circumstances, the University will provide as much advance notice as practicable to employees who are required to work overtime. d) In order to facilitate the ability of Dining Services to meet customer demands even in the face of vacancies or absences and in order to reduce or minimize the use of extra-help personnel by the University to meet those needs, the parties have agreed to establish a new classification of employees, specifically “floater” employees, to be added to the bargaining unit. The University may utilize bargaining unit employees holding “floater” positions to fill in for positions that are vacant due to an emergent need or the temporary or long-term absence, termination, resignation or retirement of a bargaining unit employee. If there are an inadequate number of “floater” employees to perform the work in the vacant positions, the University shall maintain separate lists for offer any work not covered by the “floater” employees to other available bargaining unit employees within Housingthe operating unit who are qualified to perform that work as overtime. If overtime becomes necessary, Transportationthe overtime work shall be divided as equally and impartially as possible among the eligible employees within the bargaining unit. If any available work cannot be filled through the use of “floater” employees or other bargaining unit employees as overtime, that work then may be offered to extra-help employees. The parties do not intend for “floater” employees to be used in a manner that will result in the reduction or elimination of other permanent bargaining unit positions. e) During periods of layoff, laid-off bargaining unit employees will be offered available work prior to any non-bargaining unit employee. In such circumstances, guaranteed minimum hours of work shall not apply. f) The University shall post on the Union bulletin board within each food service unit and Rehabilitation based upon their respective classifications update on a bi-weekly basis the overtime records for employees within that summarize unit. These overtime records shall reflect the number of (1) hours offered to each employee to work overtime hours worked; both within and (2) outside the unit, the number of overtime hours that were declined worked by those employees. At least once every calendar weekeach employee both within and outside the unit, and the University will update these overtime lists in order to incorporate any additional overtime number of hours that were either offered but not worked or declined by bargaining unit employeesboth within and outside the unit. The University will make these lists reasonably available for review by the affected bargaining unit employees. When the department or unit, within its discretion, determines that it is necessary to assign overtime work within a classification, the University will assign that work to the bargaining unit employee on the pertinent overtime list who has the least amount of overtime hours worked and/or declined. Within Facilities and Services, the assignment of overtime records shall be made without regard to whether the employee is being paid maintained on an academic year basis (August 1 through July 31). g) Employees, who call in absent after accepting an overtime shift two times (2x) in a prevailing wage rate or a negotiated rate or whether the assignment entails construction work or maintenance work. If that employee declines the overtime assignmentsemester, the overtime assignment then will be offered to the remaining employees on the list in ascending order of overtime hours worked and/or declined. Employees assigned to the UI Ride shuttle shall may be removed from the non-emergency overtime rotation list for the calendar dates assigned a semester. When an employee is added back to the UI Ride shuttle. Nothing herein shall prohibit an employee assigned to the UI ride shuttle from working non-emergency overtime on days not assigned to the shuttle. Notwithstanding the foregoing, this Agreement does not prohibit the University from declining to offer an overtime assignment to a particular bargaining unit employee when that employee lacks the requisite CDL license to operate the motor vehicle needed to perform the overtime assignment; or when the particular assignment already is being performed by a bargaining unit employee at the end of his or her regular shift. If a bargaining unit employee already is performing an assignment at the end of his or her regular shiftrotation, the University can direct that employee to continue performing the assignment on an overtime basis without having to follow the procedure outlined above. The University, however, shall not utilize this provision to avoid the assignment of overtime to prevailing rate employees when the University knows that overtime will be required at the end of the shift when assigning that work. Any employee who is newly added to an overtime list will be "credited" credited with the average number of overtime hours worked by other bargaining unit employees in their classification at for the time that the new employee is added. Overtime opportunities first must be offered to all bargaining unit employees on the pertinent overtime list before that opportunity can be offered to bargaining unit employees on any other overtime list. In addition, overtime opportunities first must be offered to all bargaining unit employees in accordance with the procedures set forth above before those opportunities may be offered to non-bargaining unit employees, including upgraded building service workers. Bargaining unit work shall not be assigned to non-bargaining unit employees, unless the work cannot readily be assigned, either on a straight time or on an overtime basis, to a status employee. Within Facilities and Services, up to six (6) employees may remove themselves from the voluntary overtime rotation list for a period of six (6) months. Such removal shall be done on a seniority basis. Removal from the voluntary list shall not impact mandatory overtime situations. However, employees who have removed themselves from the voluntary overtime rotation list shall be the last individuals called for mandatory overtime. While the University may not utilize temporary upgrades or extra-help employees to avoid assigning overtime work to bargaining unit employees, the University may utilize non- bargaining unit employees through temporary upgrades and the use of extra-help personnel to fill vacant bargaining unit positions and to perform assignments when no bargaining unit employees are available to perform that work after being offered the overtime opportunity. The University is not obligated to offer the work associated with a vacant bargaining unit position to current bargaining unit employees as overtime, call back or other work opportunities. The University will continue to offer work opportunities that are not associated or tied to a vacant bargaining unit position in accordance with the overtime provisions set forth above. Vacant positions are defined as vacancies attributed to the retirement, resignation or termination of the incumbent employee or an excused or unexcused absence or leave of the incumbent employees of a single day or more, including absences due to the use of vacation or personal leave, floating holidays, sick leave, family and medical leave, victims economic security and safety leave, parental leave, bereavement leave, and disability. Nothing contained within this provision relieves an employee from the obligation to work mandatory overtime to meet operational demands. Snow events are considered mandatory overtime situations. Furthermore, nothing contained within this Agreement obligates the University to create an overtime assignment or offer any specific number purpose of overtime hours to bargaining unit employeesequalization.

Wages (Overtime). a) Employees covered by this Agreement shall be compensated at one and one-half (1½) times their regular hourly rate (as defined by federal Federal law) for their classifications for time worked in excess of eight (8) hours per workday day or forty (40) hours per workweekweek. Approved benefit hours in pay status shall be counted as hours worked for purpose of overtime calculation. Overtime may only be performed only pursuant to specific supervisory authoritydirection. b) The University shall maintain separate lists When mutually agreeable to the Unit Manager and to the employee, an eligible employee may, in lieu of receiving overtime pay, be granted compensatory time off at the rate of one and one- half (1½) hours for bargaining unit employees within Housing, Transportation, and Rehabilitation based upon their respective classifications that summarize each hour of overtime worked. An employee may not accumulate more compensatory time than twice the number of hours in his/her/their weekly work schedule. Overtime shall be distributed as equitably as practicable. In order to accomplish this, overtime opportunities shall be offered first to employees assigned to the same unit of distribution (1home hall, Housing Food Stores, etc.) overtime hours worked; and (2) within the classification, starting with the employee who has been offered the least number of overtime hours and working in order to the one with the most. If a volunteer for the overtime opportunity is not found by the above method, the overtime shall be offered next to employees within the classification, in other units of distribution, also in order starting with the employee who has been offered the least number of overtime hours. Once an employee has accepted to work overtime, the shift will become a part of the employee’s schedule for that were declined by those employeesweek. At least once every calendar weekWith the exception of illness/injury or an unforeseen inability to report to work, an absence will be recorded as ‘unexcused’, and handled in accordance with normal departmental attendance practices. However, an employee will be allowed to cancel a ‘voluntary’ overtime assignment (without incurring an unexcused absence), if cancelled within 24-hours of the start of the overtime assignment. When calling the employee, during work hours, Management shall call the work phone; if the employee is unable to take the call or respond within 15 minutes of the request the staffing office will proceed to the next employee. If, however, it is discovered that the reason the employee did not respond is Management error, the employee shall be paid for the overtime opportunity missed. c) The University may require any bargaining unit employee to work mandatory overtime. Barring unexpected or unforeseen circumstances, the University will update these overtime lists in order provide as much advance notice as practicable to incorporate any additional overtime hours that were either worked or declined by employees who are required to work overtime. d) During periods of layoff, laid-off bargaining unit employees. The University will make these lists reasonably available for review by the affected bargaining unit employees. When the department or unit, within its discretion, determines that it is necessary to assign overtime work within a classification, the University will assign that work to the bargaining unit employee on the pertinent overtime list who has the least amount of overtime hours worked and/or declined. Within Facilities and Services, the assignment of overtime shall be made without regard to whether the employee is being paid a prevailing wage rate or a negotiated rate or whether the assignment entails construction work or maintenance work. If that employee declines the overtime assignment, the overtime assignment then employees will be offered available work prior to the remaining employees any non-bargaining unit employee. In such circumstances, guaranteed minimum hours of work shall not apply. e) The University shall post on the list in ascending order of overtime hours worked and/or declined. Employees assigned to the UI Ride shuttle shall be removed from the nonUnion bulletin board within each food service unit and update on a bi-emergency overtime rotation for the calendar dates assigned to the UI Ride shuttle. Nothing herein shall prohibit an employee assigned to the UI ride shuttle from working non-emergency overtime on days not assigned to the shuttle. Notwithstanding the foregoing, this Agreement does not prohibit the University from declining to offer an overtime assignment to a particular bargaining unit employee when that employee lacks the requisite CDL license to operate the motor vehicle needed to perform weekly basis the overtime assignment; or when records for employees within that unit. These overtime records shall reflect the particular assignment already is being performed by a bargaining unit number of hours offered to each employee at to work overtime both within and outside the end of his or her regular shift. If a bargaining unit employee already is performing an assignment at the end of his or her regular shiftunit, the University can direct that employee to continue performing the assignment on an overtime basis without having to follow the procedure outlined above. The University, however, shall not utilize this provision to avoid the assignment of overtime to prevailing rate employees when the University knows that overtime will be required at the end of the shift when assigning that work. Any employee who is newly added to an overtime list will be "credited" with the average number of overtime hours worked by other bargaining unit employees in their classification at each employee both within and outside the time unit, and the number of hours that were offered but not worked both within and outside the new employee is addedunit. Overtime opportunities first must The overtime records shall be offered to all bargaining unit employees on the pertinent overtime list before that opportunity can be offered to bargaining unit employees on any other overtime list. In addition, overtime opportunities first must be offered to all bargaining unit employees in accordance with the procedures set forth above before those opportunities may be offered to non-bargaining unit employees, including upgraded building service workers. Bargaining unit work shall not be assigned to non-bargaining unit employees, unless the work cannot readily be assigned, either on a straight time or maintained on an overtime basis, to a status employee. Within Facilities and Services, up to six academic year basis (6) employees may remove themselves from the voluntary overtime rotation list for a period of six (6) months. Such removal shall be done on a seniority basis. Removal from the voluntary list shall not impact mandatory overtime situations. However, employees who have removed themselves from the voluntary overtime rotation list shall be the last individuals called for mandatory overtime. While the University may not utilize temporary upgrades or extra-help employees to avoid assigning overtime work to bargaining unit employees, the University may utilize non- bargaining unit employees August 1 through temporary upgrades and the use of extra-help personnel to fill vacant bargaining unit positions and to perform assignments when no bargaining unit employees are available to perform that work after being offered the overtime opportunity. The University is not obligated to offer the work associated with a vacant bargaining unit position to current bargaining unit employees as overtime, call back or other work opportunities. The University will continue to offer work opportunities that are not associated or tied to a vacant bargaining unit position in accordance with the overtime provisions set forth above. Vacant positions are defined as vacancies attributed to the retirement, resignation or termination of the incumbent employee or an excused or unexcused absence or leave of the incumbent employees of a single day or more, including absences due to the use of vacation or personal leave, floating holidays, sick leave, family and medical leave, victims economic security and safety leave, parental leave, bereavement leave, and disability. Nothing contained within this provision relieves an employee from the obligation to work mandatory overtime to meet operational demands. Snow events are considered mandatory overtime situations. Furthermore, nothing contained within this Agreement obligates the University to create an overtime assignment or offer any specific number of overtime hours to bargaining unit employeesJuly 31).

Wages (Overtime). a) Employees covered by this Agreement shall be compensated at one and one-half (1½) times their regular hourly rate (as defined by federal Federal law) for their classifications for time worked in excess of eight (8) hours per workday day or forty (40) hours per workweekweek. Approved benefit hours in pay status shall be counted as hours worked for purpose of overtime calculation. Overtime may only be performed only pursuant to specific supervisory authoritydirection. b) The University shall maintain separate lists When mutually agreeable to the Unit Manager and to the employee, an eligible employee may, in lieu of receiving overtime pay, be granted compensatory time off at the rate of one and one- half (1½) hours for bargaining unit employees within Housing, Transportation, and Rehabilitation based upon their respective classifications that summarize each hour of overtime worked. An employee may not accumulate more compensatory time than twice the number of hours in his/her/their weekly work schedule. Overtime shall be distributed as equitably as practicable. In order to accomplish this, overtime opportunities shall be offered first to employees assigned to the same unit of distribution (1home hall, Housing Food Stores, etc.) overtime hours worked; and (2) within the classification, starting with the employee who has been offered the least number of overtime hours and working in order to the one with the most. If a volunteer for the overtime opportunity is not found by the above method, the overtime shall be offered next to employees within the classification, in other units of distribution, also in order starting with the employee who has been offered the least number of overtime hours. Once an employee has accepted to work overtime, the shift will become a part of the employee’s schedule for that were declined by those employeesweek. At least once every calendar weekWith the exception of illness/injury or an unforeseen inability to report to work, an absence will be recorded as ‘unexcused’, and handled in accordance with normal departmental attendance practices. However, an employee will be allowed to cancel a ‘voluntary’ overtime assignment (without incurring an unexcused absence), if cancelled within 24-hours of the start of the overtime assignment. When calling the employee, during work hours, Management shall call the work phone; if the employee is unable to take the call or respond within 15 minutes of the request the staffing office will proceed to the next employee. If, however, it is discovered that the reason the employee did not respond is Management error, the employee shall be paid for the overtime opportunity missed. c) The University may require any bargaining unit employee to work mandatory overtime. Barring unexpected or unforeseen circumstances, the University will update these overtime lists provide as much advance notice as practicable to employees who are required to work overtime. d) In order to facilitate the ability of Dining Services to meet customer demands even in the face of vacancies or absences and in order to incorporate any additional overtime hours that were either worked reduce or declined by bargaining unit employees. The University will make these lists reasonably available for review by the affected bargaining unit employees. When the department or unit, within its discretion, determines that it is necessary to assign overtime work within a classification, the University will assign that work to the bargaining unit employee on the pertinent overtime list who has the least amount of overtime hours worked and/or declined. Within Facilities and Services, the assignment of overtime shall be made without regard to whether the employee is being paid a prevailing wage rate or a negotiated rate or whether the assignment entails construction work or maintenance work. If that employee declines the overtime assignment, the overtime assignment then will be offered to the remaining employees on the list in ascending order of overtime hours worked and/or declined. Employees assigned to the UI Ride shuttle shall be removed from the non-emergency overtime rotation for the calendar dates assigned to the UI Ride shuttle. Nothing herein shall prohibit an employee assigned to the UI ride shuttle from working non-emergency overtime on days not assigned to the shuttle. Notwithstanding the foregoing, this Agreement does not prohibit the University from declining to offer an overtime assignment to a particular bargaining unit employee when that employee lacks the requisite CDL license to operate the motor vehicle needed to perform the overtime assignment; or when the particular assignment already is being performed by a bargaining unit employee at the end of his or her regular shift. If a bargaining unit employee already is performing an assignment at the end of his or her regular shift, the University can direct that employee to continue performing the assignment on an overtime basis without having to follow the procedure outlined above. The University, however, shall not utilize this provision to avoid the assignment of overtime to prevailing rate employees when the University knows that overtime will be required at the end of the shift when assigning that work. Any employee who is newly added to an overtime list will be "credited" with the average number of overtime hours worked by other bargaining unit employees in their classification at the time that the new employee is added. Overtime opportunities first must be offered to all bargaining unit employees on the pertinent overtime list before that opportunity can be offered to bargaining unit employees on any other overtime list. In addition, overtime opportunities first must be offered to all bargaining unit employees in accordance with the procedures set forth above before those opportunities may be offered to non-bargaining unit employees, including upgraded building service workers. Bargaining unit work shall not be assigned to non-bargaining unit employees, unless the work cannot readily be assigned, either on a straight time or on an overtime basis, to a status employee. Within Facilities and Services, up to six (6) employees may remove themselves from the voluntary overtime rotation list for a period of six (6) months. Such removal shall be done on a seniority basis. Removal from the voluntary list shall not impact mandatory overtime situations. However, employees who have removed themselves from the voluntary overtime rotation list shall be the last individuals called for mandatory overtime. While the University may not utilize temporary upgrades or extra-help employees to avoid assigning overtime work to bargaining unit employees, the University may utilize non- bargaining unit employees through temporary upgrades and minimize the use of extra-help personnel by the University to fill vacant meet those needs, the parties have agreed to establish a new classification of employees, specifically “floater” employees, to be added to the bargaining unit positions and to perform assignments when no unit. The University may utilize bargaining unit employees holding “floater” positions to fill in for positions that are vacant due to an emergent need or the temporary or long-term absence, termination, resignation or retirement of a bargaining unit employee. If there are an inadequate number of “floater” employees to perform the work in the vacant positions, the University shall offer any work not covered by the “floater” employees to other available bargaining unit employees within the operating unit who are qualified to perform that work after being offered as overtime. If overtime becomes necessary, the overtime opportunitywork shall be divided as equally and impartially as possible among the eligible employees within the bargaining unit. The University is If any available work cannot obligated to offer be filled through the work associated with a vacant bargaining unit position to current use of “floater” employees or other bargaining unit employees as overtime, call back or other that work opportunitiesthen may be offered to extra-help employees. The University parties do not intend for “floater” employees to be used in a manner that will continue to offer work opportunities that are not associated result in the reduction or tied to a vacant elimination of other permanent bargaining unit position in accordance with positions. e) During periods of layoff, laid-off bargaining unit employees will be offered available work prior to any non-bargaining unit employee. In such circumstances, guaranteed minimum hours of work shall not apply. f) The University shall post on the Union bulletin board within each food service unit and update on a bi-weekly basis the overtime provisions set forth aboverecords for employees within that unit. Vacant positions are defined as vacancies attributed These overtime records shall reflect the number of hours offered to the retirement, resignation or termination of the incumbent each employee or an excused or unexcused absence or leave of the incumbent employees of a single day or more, including absences due to the use of vacation or personal leave, floating holidays, sick leave, family and medical leave, victims economic security and safety leave, parental leave, bereavement leave, and disability. Nothing contained within this provision relieves an employee from the obligation to work mandatory overtime to meet operational demands. Snow events are considered mandatory overtime situations. Furthermoreboth within and outside the unit, nothing contained within this Agreement obligates the University to create an overtime assignment or offer any specific number of overtime hours to bargaining unit employeesworked by each employee both within and outside the unit, and the number of hours that were offered but not worked both within and outside the unit. The overtime records shall be maintained on an academic year basis (August 1 through July 31).

Wages (Overtime). a) Employees covered by this Agreement shall be compensated at one and one-half (1½) times their regular hourly rate (as defined by federal Federal law) for their classifications for time worked in excess of eight (8) hours per workday day or forty (40) hours per workweekweek. Approved benefit hours in pay status shall be counted as hours worked for purpose of overtime calculation. Overtime may only be performed only pursuant to specific supervisory authoritydirection. b) The University shall maintain separate lists When mutually agreeable to the Unit Manager and to the employee, an eligible employee may, in lieu of receiving overtime pay, be granted compensatory time off at the rate of one and one-half (1½) hours for bargaining unit employees within Housing, Transportation, and Rehabilitation based upon their respective classifications that summarize each hour of overtime worked. An employee may not accumulate more compensatory time than twice the number of (1hours in his/her weekly work schedule. c) overtime hours worked; and (2) the number of overtime hours that were declined by those employeesThe University may require any bargaining unit employee to work mandatory overtime. At least once every calendar weekBarring unexpected or unforeseen circumstances, the University will update these overtime lists provide as much advance notice as practicable to employees who are required to work overtime. d) In order to facilitate the ability of Dining Services to meet customer demands even in the face of vacancies or absences and in order to incorporate any additional overtime hours that were either worked reduce or declined by bargaining unit employees. The University will make these lists reasonably available for review by the affected bargaining unit employees. When the department or unit, within its discretion, determines that it is necessary to assign overtime work within a classification, the University will assign that work to the bargaining unit employee on the pertinent overtime list who has the least amount of overtime hours worked and/or declined. Within Facilities and Services, the assignment of overtime shall be made without regard to whether the employee is being paid a prevailing wage rate or a negotiated rate or whether the assignment entails construction work or maintenance work. If that employee declines the overtime assignment, the overtime assignment then will be offered to the remaining employees on the list in ascending order of overtime hours worked and/or declined. Employees assigned to the UI Ride shuttle shall be removed from the non-emergency overtime rotation for the calendar dates assigned to the UI Ride shuttle. Nothing herein shall prohibit an employee assigned to the UI ride shuttle from working non-emergency overtime on days not assigned to the shuttle. Notwithstanding the foregoing, this Agreement does not prohibit the University from declining to offer an overtime assignment to a particular bargaining unit employee when that employee lacks the requisite CDL license to operate the motor vehicle needed to perform the overtime assignment; or when the particular assignment already is being performed by a bargaining unit employee at the end of his or her regular shift. If a bargaining unit employee already is performing an assignment at the end of his or her regular shift, the University can direct that employee to continue performing the assignment on an overtime basis without having to follow the procedure outlined above. The University, however, shall not utilize this provision to avoid the assignment of overtime to prevailing rate employees when the University knows that overtime will be required at the end of the shift when assigning that work. Any employee who is newly added to an overtime list will be "credited" with the average number of overtime hours worked by other bargaining unit employees in their classification at the time that the new employee is added. Overtime opportunities first must be offered to all bargaining unit employees on the pertinent overtime list before that opportunity can be offered to bargaining unit employees on any other overtime list. In addition, overtime opportunities first must be offered to all bargaining unit employees in accordance with the procedures set forth above before those opportunities may be offered to non-bargaining unit employees, including upgraded building service workers. Bargaining unit work shall not be assigned to non-bargaining unit employees, unless the work cannot readily be assigned, either on a straight time or on an overtime basis, to a status employee. Within Facilities and Services, up to six (6) employees may remove themselves from the voluntary overtime rotation list for a period of six (6) months. Such removal shall be done on a seniority basis. Removal from the voluntary list shall not impact mandatory overtime situations. However, employees who have removed themselves from the voluntary overtime rotation list shall be the last individuals called for mandatory overtime. While the University may not utilize temporary upgrades or extra-help employees to avoid assigning overtime work to bargaining unit employees, the University may utilize non- bargaining unit employees through temporary upgrades and minimize the use of extra-help personnel by the University to fill vacant meet those needs, the parties have agreed to establish a new classification of employees, specifically “floater” employees, to be added to the bargaining unit positions and to perform assignments when no unit. The University may utilize bargaining unit employees holding “floater” positions to fill in for positions that are vacant due to an emergent need or the temporary or long-term absence, termination, resignation or retirement of a bargaining unit employee. If there are an inadequate number of “floater” employees to perform the work in the vacant positions, the University shall offer any work not covered by the “floater” employees to other available bargaining unit employees within the operating unit who are qualified to perform that work after being offered as overtime. If overtime becomes necessary, the overtime opportunitywork shall be divided as equally and impartially as possible among the eligible employees within the bargaining unit. The University is If any available work cannot obligated to offer be filled through the work associated with a vacant bargaining unit position to current use of “floater” employees or other bargaining unit employees as overtime, call back or other that work opportunitiesthen may be offered to extra-help employees. The University parties do not intend for “floater” employees to be used in a manner that will continue to offer work opportunities that are not associated result in the reduction or tied to a vacant elimination of other permanent bargaining unit position in accordance with positions. e) During periods of layoff, laid-off bargaining unit employees will be offered available work prior to any non-bargaining unit employee. In such circumstances, guaranteed minimum hours of work shall not apply. f) The University shall post on the Union bulletin board within each food service unit and update on a bi-weekly basis the overtime provisions set forth aboverecords for employees within that unit. Vacant positions are defined as vacancies attributed These overtime records shall reflect the number of hours offered to the retirement, resignation or termination of the incumbent each employee or an excused or unexcused absence or leave of the incumbent employees of a single day or more, including absences due to the use of vacation or personal leave, floating holidays, sick leave, family and medical leave, victims economic security and safety leave, parental leave, bereavement leave, and disability. Nothing contained within this provision relieves an employee from the obligation to work mandatory overtime to meet operational demands. Snow events are considered mandatory overtime situations. Furthermoreboth within and outside the unit, nothing contained within this Agreement obligates the University to create an overtime assignment or offer any specific number of overtime hours to bargaining unit employeesworked by each employee both within and outside the unit, and the number of hours that were offered but not worked both within and outside the unit. The overtime records shall be maintained on an academic year basis (August 1 through July 31).

Wages (Overtime). a) Employees covered by this Agreement shall be compensated at one and one-half (1½) times their regular hourly rate (as defined basic straight time hourly rate plus any applicable differentials plus any other amounts required by federal lawFederal Law to be included in the rate of pay for purposes of computing overtime) for time worked in excess of eight ten (8) 10) hours per workday or day and/or forty (40) hours per workweekweek. Overtime may only be performed only pursuant to specific supervisory authoritydirection. b) Compensatory Time - When mutually agreeable to the Department Head and to the employee, employees covered by this collective agreement may, in lieu of receiving overtime pay, be granted compensatory time off at the rate of one and a half (1½) hours for each hour of overtime worked, provided however that such compensatory time off is utilized in accordance with Policy and Rules. The maximum compensatory time accrual cannot exceed one hundred and sixty (160) hours. The current practice regarding the cashing-in of compensatory time shall continue during the term of this Agreement; however, beginning July 1, 2017, the maximum amount of compensatory time an employee can cash out is one hundred and sixty (160) hours in a fiscal year. c) The University shall maintain separate lists for bargaining unit may require employees within Housing, Transportation, and Rehabilitation based upon their respective classifications that summarize the number of (1) overtime hours worked; and (2) the number of overtime hours that were declined by those employees. At least once every calendar week, the University will update these overtime lists in order covered herein to incorporate any additional overtime hours that were either worked or declined by bargaining unit employeeswork overtime. The University will make these lists reasonably available for review by known to employees expected to do overtime work the affected bargaining unit probability of its becoming necessary as far in advance thereof as practicable, except in unforeseen cases of emergency, which the University alone may define. d) Overtime shall be divided and offered as equally and impartially as possible among all eligible employees. When the department or unit, within its discretion, determines that it is necessary to assign An accumulated overtime work within a classification, the University will assign that work to the bargaining unit employee list shall be posted on the pertinent overtime list who has bulletin board in the least squad room every seven (7) days indicating the amount of overtime hours worked and/or declinedworked. Within Facilities If any employee establishes that he/she has not received his/her equal and Services, the assignment impartial share of overtime work, such employee shall have first preference to future overtime work (provided they are readily available) until reasonable balance is recreated. e) Generally, officers may volunteer for, but will not be made without regard forced to whether the employee is being paid a prevailing wage rate or a negotiated rate or whether the assignment entails construction work or maintenance work. If that employee declines the , overtime assignment, the overtime assignment then will be offered to the remaining employees on the list in ascending order of overtime hours worked and/or declined. Employees assigned to the UI Ride shuttle shall be removed from the non-emergency overtime rotation for the calendar dates assigned to the UI Ride shuttle. Nothing herein shall prohibit an employee assigned to the UI ride shuttle from working non-emergency overtime on days not assigned to the shuttle. Notwithstanding the foregoing, this Agreement does not prohibit the University from declining to offer an overtime assignment to a particular bargaining unit employee when that employee lacks the requisite CDL license to operate the motor vehicle needed to perform the overtime assignment; or when the particular assignment already is being performed by a bargaining unit employee at the end of his or her regular shift. If a bargaining unit employee already is performing an assignment at the end of his or her regular shift, the University can direct that employee to continue performing the assignment on an overtime basis without having to follow the procedure outlined above. The University, however, shall not utilize this provision to avoid the assignment of overtime to prevailing rate employees when the University knows that overtime will be required at the end assignments outside of the shift when assigning that work. Any employee who is newly added to an overtime list will be "credited" with the average number of overtime hours worked by other bargaining unit employees in their classification at the time that the new employee is added. Overtime opportunities first must be offered to all bargaining unit employees on the pertinent overtime list before that opportunity can be offered to bargaining unit employees on any other overtime list. In addition, overtime opportunities first must be offered to all bargaining unit employees in accordance with the procedures set forth above before those opportunities may be offered to non-bargaining unit employees, including upgraded building service workers. Bargaining unit work shall not be assigned to non-bargaining unit employeescampus district, unless the work cannot readily be assigned, either on a straight time or on an overtime basis, to a status employee. Within Facilities and Services, up to six (6) employees may remove themselves from the voluntary overtime rotation list for a period of six (6) months. Such removal shall be done on a seniority basis. Removal from the voluntary list shall not impact mandatory overtime situations. However, employees who have removed themselves from the voluntary overtime rotation list shall be the last individuals called for mandatory overtime. While the University may not utilize temporary upgrades or extra-help employees to avoid assigning overtime work to bargaining unit employees, the University may utilize non- bargaining unit employees through temporary upgrades and the use of extra-help personnel to fill vacant bargaining unit positions and to perform assignments when no bargaining unit employees are available to perform that work after being offered the overtime opportunity. The University assignment is not obligated to offer the work associated with a vacant bargaining unit position to current bargaining unit employees as overtime, call back special response team or other work opportunities. The University will continue to offer work opportunities that are not associated or tied to there is an exigent circumstance requiring assistance under a vacant bargaining unit position in accordance with the overtime provisions set forth above. Vacant positions are defined as vacancies attributed to the retirement, resignation or termination of the incumbent employee or an excused or unexcused absence or leave of the incumbent employees of a single day or more, including absences due to the use of vacation or personal leave, floating holidays, sick leave, family and medical leave, victims economic security and safety leave, parental leave, bereavement leave, and disability. Nothing contained within this provision relieves an employee from the obligation to work mandatory overtime to meet operational demands. Snow events are considered mandatory overtime situations. Furthermore, nothing contained within this Agreement obligates the University to create an overtime assignment or offer any specific number of overtime hours to bargaining unit employeesmutual aid agreement.

Wages (Overtime). a) Employees covered by this Agreement shall be compensated at one and one-half (1½1 1/2) times their regular hourly rate (as defined by federal Federal law) for their classifications for time worked in excess of eight (8) hours per workday day or forty (40) hours per workweekweek. Overtime may only be performed only pursuant to specific supervisory authoritydirection. b) The University shall maintain separate lists for bargaining unit Employer may require employees within Housing, Transportationcovered herein to work overtime. The Employer will make known to employees expected to do overtime work the probability of its becoming necessary as far in advance thereof as practicable except in unforeseen cases or emergency which the Employer alone may define. c) Inasmuch as the Employer operates an educational institution functioning in the public good and welfare, and Rehabilitation based upon services provided the Employer by its personnel are essential to the operation of said institution, the workers covered by this Agreement, through its acceptance by their respective classifications duly constituted Bargaining Agent, collectively guarantee to perform overtime work whenever the Employer deems necessary, being paid for said work at the rates established herein. Opportunity to work overtime will be distributed as equally as practicable among the personnel consistent with the provisions of this Agreement. The Employer shall not be required to break in on any work in progress or change an employee's shift when assigning overtime. Offered overtime not worked will be considered as worked for the purpose of determining eligibility for overtime opportunities. The Housing Department will maintain an overtime list that summarize it will strive to update and post on the Housing intra-net website on a weekly basis. If any employee establishes that he/she has not received his/her fair share of overtime opportunities, such employee shall have first preference to future overtime work until reasonable balance is recreated. The Probationary Employee, when deemed capable and ready (after orientation and on-the-job training) by his/her supervisor, will be entered into the Overtime List at an “averaged hours to date” point. This “average hours to date” point will be the combined total of all overtime hours worked to date divided by the number of (1) overtime hours worked; and (2) the number of overtime hours that were declined by Housing Maintenance Inspectors available to work those employees. At least once every calendar week, the University will update these overtime lists in order to incorporate any additional overtime hours that were either worked or declined by bargaining unit employeeshours. The University will make these lists reasonably available for review by the affected bargaining unit employees. When the department parties also agree that either party can request a meeting to discuss potential amendments to or unit, within its discretion, determines that it is necessary to assign overtime work within a classification, the University will assign that work to the bargaining unit employee on the pertinent overtime list who has the least amount dissolution of overtime hours worked and/or declined. Within Facilities and Services, the assignment of overtime shall be made without regard to whether the employee is being paid a prevailing wage rate or a negotiated rate or whether the assignment entails construction work or maintenance work. If that employee declines the overtime assignment, the overtime assignment then will be offered to the remaining employees on the list in ascending order of overtime hours worked and/or declined. Employees assigned to the UI Ride shuttle shall be removed from the non-emergency overtime rotation for the calendar dates assigned to the UI Ride shuttle. Nothing herein shall prohibit an employee assigned to the UI ride shuttle from working non-emergency overtime on days not assigned to the shuttle. Notwithstanding the foregoing, this Agreement does not prohibit the University from declining to offer an overtime assignment to a particular bargaining unit employee when that employee lacks the requisite CDL license to operate the motor vehicle needed to perform the overtime assignment; or when the particular assignment already is being performed by a bargaining unit employee at the end of his or her regular shift. If a bargaining unit employee already is performing an assignment at the end of his or her regular shift, the University can direct that employee to continue performing the assignment on an overtime basis without having to follow the procedure outlined above. The University, however, shall not utilize this provision to avoid the assignment of overtime to prevailing rate employees when the University knows that overtime will be required at the end of the shift when assigning that work. Any employee who is newly added to an overtime list will be "credited" with the average number of overtime hours worked by other bargaining unit employees in their classification at the time that the new employee is added. Overtime opportunities first must be offered to all bargaining unit employees on the pertinent overtime list before that opportunity can be offered to bargaining unit employees on any other overtime list. In addition, overtime opportunities first must be offered to all bargaining unit employees in accordance with the procedures set forth above before those opportunities may be offered to non-bargaining unit employees, including upgraded building service workers. Bargaining unit work shall not be assigned to non-bargaining unit employees, unless the work cannot readily be assigned, either on a straight time or on an overtime basis, to a status employee. Within Facilities and Services, up to six (6) employees may remove themselves from the voluntary overtime rotation list for a period of six (6) months. Such removal shall be done on a seniority basis. Removal from the voluntary list shall not impact mandatory overtime situations. However, employees who have removed themselves from the voluntary overtime rotation list shall be the last individuals called for mandatory overtime. While the University may not utilize temporary upgrades or extra-help employees to avoid assigning overtime work to bargaining unit employees, the University may utilize non- bargaining unit employees through temporary upgrades and the use of extra-help personnel to fill vacant bargaining unit positions and to perform assignments when no bargaining unit employees are available to perform that work after being offered the overtime opportunity. The University is not obligated to offer the work associated with a vacant bargaining unit position to current bargaining unit employees as overtime, call back or other work opportunities. The University will continue to offer work opportunities that are not associated or tied to a vacant bargaining unit position in accordance with the overtime provisions set forth above. Vacant positions are defined as vacancies attributed to the retirement, resignation or termination of the incumbent employee or an excused or unexcused absence or leave of the incumbent employees of a single day or more, including absences due to the use of vacation or personal leave, floating holidays, sick leave, family and medical leave, victims economic security and safety leave, parental leave, bereavement leave, and disability. Nothing contained within this provision relieves an employee from the obligation to work mandatory overtime to meet operational demands. Snow events are considered mandatory overtime situations. Furthermore, nothing contained within this Agreement obligates the University to create an overtime assignment or offer any specific number of overtime hours to bargaining unit employees.provision

Wages (Overtime). a) Employees covered by this Agreement shall be compensated at one and one-half (1½) times their regular hourly rate (as defined basic straight time hourly rate plus any applicable differentials plus any other amounts required by federal lawFederal Law to be included in the rate of pay for purposes of computing overtime) for time worked in excess of eight ten (8) 10) hours per workday or day and/or forty (40) hours per workweekweek. Overtime may only be performed only pursuant to specific supervisory authoritydirection. b) Compensatory Time - When mutually agreeable to the Department Head and to the employee, employees covered by this collective agreement may, in lieu of receiving overtime pay, be granted compensatory time off at the rate of one and a half (1½) hours for each hour of overtime worked, provided however that such compensatory time off is utilized in accordance with Policy and Rules. The maximum compensatory time accrual cannot exceed one hundred and sixty (160) hours. The current practice regarding the cashing-in of compensatory time shall continue during the term of this Agreement; however, beginning July 1, 2017, the maximum amount of compensatory time an employee can cash out is one hundred and sixty (160) hours in a fiscal year. Accrued compensatory time shall be approved for use pursuant to the FLSA rules and regulations. c) The University shall maintain separate lists for bargaining unit may require employees within Housing, Transportation, and Rehabilitation based upon their respective classifications that summarize the number of (1) overtime hours worked; and (2) the number of overtime hours that were declined by those employees. At least once every calendar week, the University will update these overtime lists in order covered herein to incorporate any additional overtime hours that were either worked or declined by bargaining unit employeeswork overtime. The University will make these lists reasonably available for review by known to employees expected to do overtime work the affected bargaining unit probability of its becoming necessary as far in advance thereof as practicable, except in unforeseen cases of emergency, which the University alone may define. d) Overtime shall be divided and offered as equally and impartially as possible among all eligible employees. When the department or unit, within its discretion, determines that it is necessary to assign An accumulated overtime work within a classification, the University will assign that work to the bargaining unit employee list shall be posted on the pertinent overtime list who has bulletin board in the least squad room every seven (7) days indicating the amount of overtime hours worked and/or declinedworked. Within Facilities If any employee establishes that he/she has not received his/her equal and Servicesimpartial share of overtime work, such employee shall have first preference to future overtime work (provided they are readily available) until reasonable balance is recreated. When an Officer has been unavailable for overtime assignments for over 30 working days or is a new Officer who has just completed their field training, the assignment of overtime shall be made without regard to whether the employee is being paid a prevailing wage rate or a negotiated rate or whether the assignment entails construction work or maintenance work. If that employee declines the overtime assignment, the overtime assignment then Officer’s accumulated total will be offered adjusted to the remaining employees on average total for Officers of equal status. Hours will not decrease if the list in ascending order of Officer’s current hours remain above the current average. Hours will only increase to the current average if the Officer’s overtime hours worked and/or declined. Employees assigned are below the current average. e) Generally, officers may volunteer for, but will not be forced to the UI Ride shuttle shall be removed from the non-emergency work, overtime rotation for the calendar dates assigned to the UI Ride shuttle. Nothing herein shall prohibit an employee assigned to the UI ride shuttle from working non-emergency overtime on days not assigned to the shuttle. Notwithstanding the foregoing, this Agreement does not prohibit the University from declining to offer an overtime assignment to a particular bargaining unit employee when that employee lacks the requisite CDL license to operate the motor vehicle needed to perform the overtime assignment; or when the particular assignment already is being performed by a bargaining unit employee at the end of his or her regular shift. If a bargaining unit employee already is performing an assignment at the end of his or her regular shift, the University can direct that employee to continue performing the assignment on an overtime basis without having to follow the procedure outlined above. The University, however, shall not utilize this provision to avoid the assignment of overtime to prevailing rate employees when the University knows that overtime will be required at the end assignments outside of the shift when assigning that work. Any employee who is newly added to an overtime list will be "credited" with the average number of overtime hours worked by other bargaining unit employees in their classification at the time that the new employee is added. Overtime opportunities first must be offered to all bargaining unit employees on the pertinent overtime list before that opportunity can be offered to bargaining unit employees on any other overtime list. In addition, overtime opportunities first must be offered to all bargaining unit employees in accordance with the procedures set forth above before those opportunities may be offered to non-bargaining unit employees, including upgraded building service workers. Bargaining unit work shall not be assigned to non-bargaining unit employeescampus district, unless the work cannot readily be assigned, either on a straight time or on an overtime basis, to a status employee. Within Facilities and Services, up to six (6) employees may remove themselves from the voluntary overtime rotation list for a period of six (6) months. Such removal shall be done on a seniority basis. Removal from the voluntary list shall not impact mandatory overtime situations. However, employees who have removed themselves from the voluntary overtime rotation list shall be the last individuals called for mandatory overtime. While the University may not utilize temporary upgrades or extra-help employees to avoid assigning overtime work to bargaining unit employees, the University may utilize non- bargaining unit employees through temporary upgrades and the use of extra-help personnel to fill vacant bargaining unit positions and to perform assignments when no bargaining unit employees are available to perform that work after being offered the overtime opportunity. The University assignment is not obligated to offer the work associated with a vacant bargaining unit position to current bargaining unit employees as overtime, call back special response team or other work opportunities. The University will continue to offer work opportunities that are not associated or tied to there is an exigent circumstance requiring assistance under a vacant bargaining unit position in accordance with the overtime provisions set forth above. Vacant positions are defined as vacancies attributed to the retirement, resignation or termination of the incumbent employee or an excused or unexcused absence or leave of the incumbent employees of a single day or more, including absences due to the use of vacation or personal leave, floating holidays, sick leave, family and medical leave, victims economic security and safety leave, parental leave, bereavement leave, and disability. Nothing contained within this provision relieves an employee from the obligation to work mandatory overtime to meet operational demands. Snow events are considered mandatory overtime situations. Furthermore, nothing contained within this Agreement obligates the University to create an overtime assignment or offer any specific number of overtime hours to bargaining unit employeesmutual aid agreement.

Wages (Overtime). a) Employees covered by this Agreement shall be compensated at one and one-half (1½) times their regular hourly rate (as defined basic straight time hourly rate plus any applicable differentials plus any other amounts required by federal lawFederal Law to be included in the rate of pay for purposes of computing overtime) for time worked in excess of eight ten (8) 10) hours per workday or day and/or forty (40) hours per workweekweek. Overtime may only be performed only pursuant to specific supervisory authoritydirection. b) Compensatory Time - When mutually agreeable to the Department Head and to the employee, employees covered by this collective agreement may, in lieu of receiving overtime pay, be granted compensatory time off at the rate of one and a half (1½) hours for each hour of overtime worked, provided however that such compensatory time off is utilized in accordance with Policy and Rules. The maximum compensatory time accrual cannot exceed one hundred and sixty (160) hours. The current practice regarding the cashing-in of compensatory time shall continue during the term of this Agreement; however, beginning July 1, 2017, the maximum amount of compensatory time an employee can cash out is one hundred and sixty (160) hours in a fiscal year. Accrued compensatory time shall be approved for use pursuant to the FLSA rules and regulations. c) The University shall maintain separate lists for bargaining unit may require employees within Housing, Transportation, and Rehabilitation based upon their respective classifications that summarize the number of (1) overtime hours worked; and (2) the number of overtime hours that were declined by those employees. At least once every calendar week, the University will update these overtime lists in order covered herein to incorporate any additional overtime hours that were either worked or declined by bargaining unit employeeswork overtime. The University will make these lists reasonably available for review by known to employees expected to do overtime work the affected bargaining unit probability of its becoming necessary as far in advance thereof as practicable, except in unforeseen cases of emergency, which the University alone may define. d) Overtime shall be divided and offered as equally and impartially as possible among all eligible employees. When the department or unit, within its discretion, determines that it is necessary to assign An accumulated overtime work within a classification, the University will assign that work to the bargaining unit employee list shall be posted on the pertinent overtime list who has bulletin board in the least squad room every seven (7) days indicating the amount of overtime hours worked and/or declinedworked. Within Facilities If any employee establishes that he/she has not received his/her equal and Services, the assignment impartial share of overtime work, such employee shall have first preference to future overtime work (provided they are readily available) until reasonable balance is recreated. e) Generally, officers may volunteer for, but will not be made without regard forced to whether the employee is being paid a prevailing wage rate or a negotiated rate or whether the assignment entails construction work or maintenance work. If that employee declines the , overtime assignment, the overtime assignment then will be offered to the remaining employees on the list in ascending order of overtime hours worked and/or declined. Employees assigned to the UI Ride shuttle shall be removed from the non-emergency overtime rotation for the calendar dates assigned to the UI Ride shuttle. Nothing herein shall prohibit an employee assigned to the UI ride shuttle from working non-emergency overtime on days not assigned to the shuttle. Notwithstanding the foregoing, this Agreement does not prohibit the University from declining to offer an overtime assignment to a particular bargaining unit employee when that employee lacks the requisite CDL license to operate the motor vehicle needed to perform the overtime assignment; or when the particular assignment already is being performed by a bargaining unit employee at the end of his or her regular shift. If a bargaining unit employee already is performing an assignment at the end of his or her regular shift, the University can direct that employee to continue performing the assignment on an overtime basis without having to follow the procedure outlined above. The University, however, shall not utilize this provision to avoid the assignment of overtime to prevailing rate employees when the University knows that overtime will be required at the end assignments outside of the shift when assigning that work. Any employee who is newly added to an overtime list will be "credited" with the average number of overtime hours worked by other bargaining unit employees in their classification at the time that the new employee is added. Overtime opportunities first must be offered to all bargaining unit employees on the pertinent overtime list before that opportunity can be offered to bargaining unit employees on any other overtime list. In addition, overtime opportunities first must be offered to all bargaining unit employees in accordance with the procedures set forth above before those opportunities may be offered to non-bargaining unit employees, including upgraded building service workers. Bargaining unit work shall not be assigned to non-bargaining unit employeescampus district, unless the work cannot readily be assigned, either on a straight time or on an overtime basis, to a status employee. Within Facilities and Services, up to six (6) employees may remove themselves from the voluntary overtime rotation list for a period of six (6) months. Such removal shall be done on a seniority basis. Removal from the voluntary list shall not impact mandatory overtime situations. However, employees who have removed themselves from the voluntary overtime rotation list shall be the last individuals called for mandatory overtime. While the University may not utilize temporary upgrades or extra-help employees to avoid assigning overtime work to bargaining unit employees, the University may utilize non- bargaining unit employees through temporary upgrades and the use of extra-help personnel to fill vacant bargaining unit positions and to perform assignments when no bargaining unit employees are available to perform that work after being offered the overtime opportunity. The University assignment is not obligated to offer the work associated with a vacant bargaining unit position to current bargaining unit employees as overtime, call back special response team or other work opportunities. The University will continue to offer work opportunities that are not associated or tied to there is an exigent circumstance requiring assistance under a vacant bargaining unit position in accordance with the overtime provisions set forth above. Vacant positions are defined as vacancies attributed to the retirement, resignation or termination of the incumbent employee or an excused or unexcused absence or leave of the incumbent employees of a single day or more, including absences due to the use of vacation or personal leave, floating holidays, sick leave, family and medical leave, victims economic security and safety leave, parental leave, bereavement leave, and disability. Nothing contained within this provision relieves an employee from the obligation to work mandatory overtime to meet operational demands. Snow events are considered mandatory overtime situations. Furthermore, nothing contained within this Agreement obligates the University to create an overtime assignment or offer any specific number of overtime hours to bargaining unit employeesmutual aid agreement.