Common use of Work Day/Work Week Clause in Contracts

Work Day/Work Week. A. The City and the Union agree that the workday, workweek, including paid meal period(s), for eligible members of the bargaining unit, shall be as follows: Division Normal Work Day Normal Work Week Normal Bi-Weekly Hours Fire Combat 24 Hours 56 Hours* 112* Fire Investigation 10/14 Hours 42 Hours* 84* Fire Prevention 10 Hours** 40 Hours 80 Alarm 10 Hours** 40 Hours 80 Mechanical 8 Hours*** 40 Hours 80 Training 10 Hours*** 40 Hours 80 Hydrant 8 Hours*** 40 Hours 80 *Averaged annually. ** 10-hour shifts may be subject to change based on changes in funding, staffing, or other operational requirements that would negatively impact efficiency. All such changes would be subject to 90 days notification to Local 1285 and the individual employees affected. The City also agrees to meet with Local 1285 to discuss the basis for any such changes. *** 10-hour shifts may be implemented for specific Divisions based on staffing availability and an expectation of positive outcomes. Upon mutual agreement between the Employee, the City and the Union, employees who are assigned from a 56-hour work week to a temporary 40 hour work week may work either a 5 eight hour shift schedule or a 4 ten hour shift schedule. Employees will continue to receive all benefits in accordance with the 56-hour workweek provision. Employees who are on light duty are excluded. B. All personnel required to work longer than their normal bi-weekly hours shall be paid overtime on a time and one-half (1½) hourly rated basis, based on their bi-weekly rate of pay including longevity. When a member uses a non-worked sick shift or is on disciplinary leave, the member will not be eligible for regular overtime for a period of 192 hours following the end of their sick shift or disciplinary leave. This does not include those instances where the department requires mandatory overtime. If a member was previously scheduled for regular overtime for the 192-hour period following a member calling in sick the overtime will be removed and no penalty will apply. C. When the Fire Chief, or his/her designated representative, believe that it is necessary to call out one or more members of the department, eligible members called shall be paid overtime on a time and one-half (1½) rated basis. Said employee shall be paid for a minimum of four (4) hours regardless of having worked less than four (4) hours. However, in the event the period of call-out extends into the employee's normal working shift, such employee shall be paid for the time actually worked in addition to their normal working shift. If the period of call-out exceeds four (4) hours, the employee shall be paid for the amount of time actually worked. When a member uses a non-worked sick shift or is on disciplinary leave, the member will not be eligible for call back overtime for a period of 192 hours following the end of their sick shift or is on disciplinary leave. This does not include those instances where the department requires mandatory overtime. D. An employee who works less than four (4) hours on the initial four-hour period and is then called out a second time during the initial four-hour period shall not be entitled to any additional overtime pay unless the aggregate time worked for both occurrences shall exceed four (4) hours, in which case he shall be paid for the aggregate time so worked. In the event an employee is called out for a second time after the expiration of four (4) hours from the first call-out, the employee shall be paid for a minimum of four (4) hours for each callout, except as provided in the previous paragraph. E. A shift shall be defined as the employee's normal workday. F. Upon mutual agreement of the City and the employee involved, an employee on a 10- hour shift may be assigned to work an 8-hour shift. G. Notwithstanding the provisions of section A, all members of the bargaining unit are subject to temporary re-assignment or change in the normal work day, work week for periods of not greater than two weeks per year for the purposes of job related training. Notification will be given 90 days in advance and will not interfere with normally scheduled annual leave. Employees assigned to a 40-hour workweek may request time in lieu of overtime (TILO) rather than being paid for overtime. To accumulate TILO time, employees may volunteer to accept time off rather than overtime pay. This TILO time will be accumulated at a time and one-half (1½) rate for payment purposes. No employee can be required to take time off rather than be paid at the overtime rate. To use TILO time, employees must schedule their absence from work following the same procedures used for scheduling annual leave. Such absences will normally only be scheduled when the workload will allow the employee to be absent. This means that employees may be denied the use of TILO time whenever, in the supervisor’s judgment, it is felt that to allow the employee to use such time will require the City to pay other employees at the overtime rate or accumulate TILO time. This accumulation and usage will be reported to the payroll department by appropriate coding on the bi-weekly time cards. TILO time balances will be reported to the employees on the paycheck stubs in the same manner as vacation and sick leave hours are reported. If an employee accumulates and uses the same number of TILO time hours within a pay period, records may not show on the paycheck stub. No employee may have an accumulated balance of TILO time exceeding two hundred (200) hours at the end of any pay period. Employees may not have a deficit TILO time balance. Employees shall be paid for any TILO time in excess of two hundred (200) hours. At the time of separation from City employment, employees will be compensated for any accumulated and unused TILO time at a straight time salary rate.

Work Day/Work Week. A. The City and the Union agree that the workday, workweek, including paid meal period(s), for eligible members of the bargaining unit, shall be as follows: Division Normal Work Day Normal Work Week Normal Bi-Weekly Hours Fire Combat 24 Hours 56 Hours* 112* Fire Investigation 10/14 Hours 42 Hours* 84* Fire Prevention 10 Hours** 40 Hours 80 Alarm 10 Hours** 40 Hours 80 Mechanical 8 Hours*** 40 Hours 80 Training 10 Hours*** 40 Hours 80 Hydrant 8 Hours*** 40 Hours 80 *Averaged annually. ** 10-hour shifts may be subject to change based on changes in funding, staffing, or other operational requirements that would negatively impact efficiency. All such changes would be subject to 90 days notification to Local 1285 and the individual employees affected. The City also agrees to meet with Local 1285 to discuss the basis for any such changes. *** 10-hour shifts may be implemented for specific Divisions based on staffing availability and an expectation of positive outcomes. Upon mutual agreement between the Employee, the City and the Union, employees who are assigned from a 56-hour work week to a temporary 40 hour work week may work either a 5 eight hour shift schedule or a 4 ten hour shift schedule. Employees will continue to receive all benefits in accordance with the 56-hour workweek provision. Employees who are on light duty are excluded. B. All personnel required to work longer than their normal bi-weekly hours shall be paid overtime on a time and one-half (1½) hourly rated basis, based on their bi-weekly rate of pay including longevity, if applicable. When a member uses a non-worked sick shift or is on disciplinary leave, the member will not be eligible for regular overtime for a period of 192 hours following the end of their sick shift or disciplinary leave. This does not include those instances where the department requires mandatory overtime. If a member was previously scheduled for regular overtime for the 192-hour period following a member calling in sick the overtime will be removed and no penalty will apply. C. When the Fire Chief, or his/her designated representative, believe that it is necessary to call out one or more members of the department, eligible members called shall be paid overtime on a time and one-half (1½) rated basis. Said employee shall be paid for a minimum of four (4) hours regardless of having worked less than four (4) hours. However, in the event the period of call-out extends into the employee's normal working shift, such employee shall be paid for the time actually worked in addition to their normal working shift. If the period of call-out exceeds four (4) hours, the employee shall be paid for the amount of time actually worked. When a member uses a non-worked sick shift or is on disciplinary leave, the member will not be eligible for call back overtime for a period of 192 hours following the end of their sick shift or is on disciplinary leave. This does not include those instances where the department requires mandatory overtime. D. An employee who works less than four (4) hours on the initial four-hour period and is then called out a second time during the initial four-hour period shall not be entitled to any additional overtime pay unless the aggregate time worked for both occurrences shall exceed four (4) hours, in which case he shall be paid for the aggregate time so worked. In the event an employee is called out for a second time after the expiration of four (4) hours from the first call-out, the employee shall be paid for a minimum of four (4) hours for each callout, except as provided in the previous paragraph. E. A shift shall be defined as the employee's normal workday. F. Upon mutual agreement of the City and the employee involved, an employee on a 10- hour shift may be assigned to work an 8-hour shift. G. Notwithstanding the provisions of section A, all members of the bargaining unit are subject to temporary re-assignment or change in the normal work day, work week for periods of not greater than two weeks per year for the purposes of job related training. Notification will be given 90 days in advance and will not interfere with normally scheduled annual leave. Employees assigned to a 40-hour workweek may request time in lieu of overtime (TILO) rather than being paid for overtime. To accumulate TILO time, employees may volunteer to accept time off rather than overtime pay. This TILO time will be accumulated at a time and one-half (1½) rate for payment purposes. No employee can be required to take time off rather than be paid at the overtime rate. To use TILO time, employees must schedule their absence from work following the same procedures used for scheduling annual leave. Such absences will normally only be scheduled when the workload will allow the employee to be absent. This means that employees may be denied the use of TILO time whenever, in the supervisor’s judgment, it is felt that to allow the employee to use such time will require the City to pay other employees at the overtime rate or accumulate TILO time. This accumulation and usage will be reported to the payroll department by appropriate coding on the bi-weekly time cards. TILO time balances will be reported to the employees on the paycheck stubs in the same manner as vacation and sick leave hours are reported. If an employee accumulates and uses the same number of TILO time hours within a pay period, records may not show on the paycheck stub. No employee may have an accumulated balance of TILO time exceeding two hundred (200) hours at the end of any pay period. Employees may not have a deficit TILO time balance. Employees shall be paid for any TILO time in excess of two hundred (200) hours. At the time of separation from City employment, employees will be compensated for any accumulated and unused TILO time at a straight time salary rate.

Work Day/Work Week. A. The City and the Union agree that the workday, workweekwork week, including paid meal period(s), ) for eligible members of 56-hour personnel and excluding the bargaining unitmeal period for 40-hour personnel, shall be as follows: Division Normal Classification Normal Work Day Normal Work Week Normal Bi-Weekly Hours Fire Combat 24 Hours 56 Hours* 112* Fire Investigation 10/14 Hours 42 Hours* 84* Fire Prevention 10 HoursBattalion Chief assigned to Support Services 8 hours** 40 Hours hours 80 Alarm 10 HoursBattalion Chief assigned to Hazardous Materials 8 hours** 40 Hours hours 80 Mechanical Battalion Chief assigned to EMS 8 Hours*hours** 40 Hours hours 80 Training 10 Hours*Fire Battalion Chief 24 hours 56 hours* 112 (Currently 48 on/96 off) Supervisor of Fire Investigation 8 hours** 40 Hours hours 80 Hydrant Fire Communication Supervisor 8 Hours*hours** 40 Hours hours 80 Battalion Chief assigned to Drillmaster 8 hours** 40 hours 80 Battalion Chief assigned to Fire Training 8 hours** 40 hours 80 Deputy Fire Marshal 10 hours or 8 hours 40 hours 80 *Averaged annually. ** 10-hour shifts may be subject to change based on changes in funding, staffing, or other operational requirements that would negatively impact efficiency. All such changes would be subject to 90 days notification to Local 1285 and the individual employees affected. The City also agrees to meet with Local 1285 to discuss the basis for any such changes. annually *** 10-hour shifts may May be implemented for specific Divisions based on staffing availability and an expectation of positive outcomes. Upon mutual agreement between averaged weekly to accommodate any alternate work schedule approved by the Employee, the City and the Union, employees who are assigned from a 56-hour work week to a temporary 40 hour work week may work either a 5 eight hour shift schedule or a 4 ten hour shift schedule. Employees will continue to receive all benefits in accordance with the 56-hour workweek provision. Employees who are on light duty are excludedFire Chief. B. All personnel required to work longer than their normal bi-weekly hours shall be paid overtime on a time and one-half (1½) hourly rated basis, based on their bi-weekly rate of pay including longevity. When a member uses a non-worked sick shift or is on disciplinary leave, the member will not be eligible for regular overtime for a period of 192 hours following the end of their sick shift or disciplinary leave. This does not include those instances where the department requires mandatory overtime. If a member was previously scheduled for regular overtime for the 192-hour period following a member calling in sick the overtime will be removed and no penalty will apply. C. When the Fire Chief, or his/her designated representative, believe that it is necessary to call out one or more members of the department, eligible members called shall be paid overtime on a time and one-half (1½) rated basis. Said employee shall be paid for a minimum of four (4) hours hours, regardless of having worked less than four (4) hours. However, in the event the period of call-out extends into the employee's ’s normal working shift, such employee shall be paid for the time actually worked in addition to their his normal working shift. If the period of call-out exceeds four (4) hours, the employee shall be paid for the amount of time actually worked. When a member uses a non-worked sick shift or is on disciplinary leave, the member will not be eligible for call back overtime for a period of 192 hours following the end of their sick shift or is on disciplinary leave. This does not include those instances where the department requires mandatory overtime. D. An employee who works less than four (4) hours on the initial four-hour period and is then called out a second time during the initial four-hour period shall not be entitled to any additional overtime pay unless the aggregate time worked for both occurrences shall exceed four (4) hours, in which case he shall be paid for the aggregate time so worked. In the event an employee is called out for a second time after the expiration of four (4) hours from the first call-out, the employee shall be paid for a minimum of four (4) hours for each calloutcall-out, except as provided in the previous paragraph. E. A shift shall be defined as the employee's ’s normal workday. F. Upon mutual agreement of the City and the employee involved, an employee on a 10- hour shift The department may be assigned to work an 8temporarily assign 56-hour shift. G. Notwithstanding the provisions of section A, all members of the bargaining unit are subject personnel to temporary rea 40-assignment or change in the normal work day, hour work week for periods the purpose of not greater than two weeks per year for the purposes of job related completing department required training. Notification will be given 90 days in advance and will not interfere with normally scheduled annual leave. Employees temporarily assigned to a 40-hour workweek may request time work week will continue to receive annual leave, sick leave, and holiday pay, in lieu of overtime (TILO) rather than being paid for overtime. To accumulate TILO time, employees may volunteer to accept time off rather than overtime payaccordance with the 56-hour work week provision. This TILO time temporary 40- hour assignment shall be limited to 21 consecutive calendar days in a 12-month period. G. Whenever it is necessary to staff the Suppression Battalion Chief position using overtime, offers will be accumulated at a time and one-half (1½) rate for payment purposes. No employee can be required to take time off rather than be paid at the overtime rate. To use TILO time, employees must schedule their absence from work following the same procedures used for scheduling annual leave. Such absences will normally only be scheduled when the workload will allow the employee to be absent. This means that employees may be denied the use of TILO time whenever, made in the supervisor’s judgment, it is felt that to allow the employee to use such time will require the City to pay other employees at the overtime rate or accumulate TILO time. This accumulation and usage will be reported to the payroll department by appropriate coding on the bi-weekly time cards. TILO time balances will be reported to the employees on the paycheck stubs in the same manner as vacation and sick leave hours are reported. If an employee accumulates and uses the same number of TILO time hours within a pay period, records may not show on the paycheck stub. No employee may have an accumulated balance of TILO time exceeding two hundred (200) hours at the end of any pay period. Employees may not have a deficit TILO time balance. Employees shall be paid for any TILO time in excess of two hundred (200) hours. At the time of separation from City employment, employees will be compensated for any accumulated and unused TILO time at a straight time salary rate.following order:

Work Day/Work Week. A. The City and the Union agree that the workday, workweekwork week, including paid meal period(s), ) for eligible members of 56-hour personnel and excluding the bargaining unitmeal period for 40-hour personnel, shall be as follows: Division Normal Work Day Normal Work Week Normal Bi-Weekly Classification Work Day Work Week Hours Fire Combat 24 Hours 56 Hours* 112* Fire Investigation 10/14 Hours 42 Hours* 84* Fire Prevention 10 HoursBattalion Chief assigned to Support Services 8 hours** 40 Hours hours 80 Alarm 10 HoursBattalion Chief assigned to Hazardous Materials 8 hours** 40 Hours hours 80 Mechanical Battalion Chief assigned to EMS 8 Hours*hours** 40 Hours hours 80 Training 10 Hours*Fire Battalion Chief 24 hours 56 hours* 112 (Currently 48 on/96 off) Supervisor of Fire Investigation 8 hours** 40 Hours hours 80 Hydrant Fire Communication Supervisor 8 Hours*hours** 40 Hours hours 80 Battalion Chief assigned to Drillmaster 8 hours** 40 hours 80 Battalion Chief assigned to Fire Training 8 hours** 40 hours 80 Deputy Fire Marshal 10 hours or 8 hours 40 hours 80 *Averaged annually. ** 10-hour shifts may be subject to change based on changes in funding, staffing, or other operational requirements that would negatively impact efficiency. All such changes would be subject to 90 days notification to Local 1285 and the individual employees affected. The City also agrees to meet with Local 1285 to discuss the basis for any such changes. annually *** 10-hour shifts may May be implemented for specific Divisions based on staffing availability and an expectation of positive outcomes. Upon mutual agreement between averaged weekly to accommodate any alternate work schedule approved by the Employee, the City and the Union, employees who are assigned from a 56-hour work week to a temporary 40 hour work week may work either a 5 eight hour shift schedule or a 4 ten hour shift schedule. Employees will continue to receive all benefits in accordance with the 56-hour workweek provision. Employees who are on light duty are excludedFire Chief. B. All personnel required to work longer than their normal bi-weekly hours shall be paid overtime on a time and one-half (1½) hourly rated basis, based on their bi-weekly rate of pay including longevity. When a member uses a non-worked sick shift or is on disciplinary leave, the member will not be eligible for regular overtime for a period of 192 hours following the end of their sick shift or disciplinary leave. This does not include those instances where the department requires mandatory overtime. If a member was previously scheduled for regular overtime for the 192-hour period following a member calling in sick the overtime will be removed and no penalty will applyif applicable. C. When the Fire Chief, or his/her designated representative, believe that it is necessary to call out one or more members of the department, eligible members called shall be paid overtime on a time and one-half (1½) rated basis. Said employee shall be paid for a minimum of four (4) hours hours, regardless of having worked less than four (4) hours. However, in the event the period of call-out extends into the employee's ’s normal working shift, such employee shall be paid for the time actually worked in addition to their his normal working shift. If the period of call-out exceeds four (4) hours, the employee shall be paid for the amount of time actually worked. When a member uses a non-worked sick shift or is on disciplinary leave, the member will not be eligible for call back overtime for a period of 192 hours following the end of their sick shift or is on disciplinary leave. This does not include those instances where the department requires mandatory overtime. D. An employee who works less than four (4) hours on the initial four-hour period and is then called out a second time during the initial four-hour period shall not be entitled to any additional overtime pay unless the aggregate time worked for both occurrences shall exceed four (4) hours, in which case he shall be paid for the aggregate time so worked. In the event an employee is called out for a second time after the expiration of four (4) hours from the first call-out, the employee shall be paid for a minimum of four (4) hours for each calloutcall-out, except as provided in the previous paragraph. E. A shift shall be defined as the employee's ’s normal workday. F. Upon mutual agreement of the City and the employee involved, an employee on a 10- hour shift The department may be assigned to work an 8temporarily assign 56-hour shift. G. Notwithstanding the provisions of section A, all members of the bargaining unit are subject personnel to temporary rea 40-assignment or change in the normal work day, hour work week for periods the purpose of not greater than two weeks per year for the purposes of job related completing department required training. Notification will be given 90 days in advance and will not interfere with normally scheduled annual leave. Employees temporarily assigned to a 40-hour workweek may request time work week will continue to receive annual leave, sick leave, and holiday pay, in lieu of overtime (TILO) rather than being paid for overtime. To accumulate TILO time, employees may volunteer to accept time off rather than overtime payaccordance with the 56-hour work week provision. This TILO time temporary 40-hour assignment shall be limited to 21 consecutive calendar days in a 12-month period. G. Whenever it is necessary to staff the Suppression Battalion Chief position using overtime, offers will be accumulated at a time and one-half (1½) rate for payment purposes. No employee can be required to take time off rather than be paid at the overtime rate. To use TILO time, employees must schedule their absence from work following the same procedures used for scheduling annual leave. Such absences will normally only be scheduled when the workload will allow the employee to be absent. This means that employees may be denied the use of TILO time whenever, made in the supervisor’s judgmentfollowing order: 56 hour Battalion Chiefs Actors from the Battalion Chief eligible list H. Effective July 01, it is felt that to allow 2022 the employee to use such time will require the City to pay other employees at the overtime rate or accumulate TILO time. This accumulation and usage number of Rovers for Battalion Chief will be reported one (1). The Rover reflects the agreement between labor and management to accommodate a new style deployment system to include but not limited to non-bid peak load Intermediate or Advanced Life Support units. The Department will bid and assign all vacancies in accordance with the payroll department by appropriate coding on the bi-weekly time cards. TILO time balances will be reported to the employees on the paycheck stubs in the same manner as vacation Rules and sick leave hours are reported. If an employee accumulates and uses the same number of TILO time hours within a pay period, records may not show on the paycheck stub. No employee may have an accumulated balance of TILO time exceeding two hundred (200) hours at the end of any pay period. Employees may not have a deficit TILO time balance. Employees shall be paid for any TILO time in excess of two hundred (200) hours. At the time of separation from City employment, employees will be compensated for any accumulated and unused TILO time at a straight time salary rateRegulations.