Calculating Overtime. 1. For the purposes of calculating overtime, worked hours will include: all hours worked, time spent attending an approved class, meeting, or conference or UVMMC orientation. All other paid and unpaid hours, including CTO and union time, will be excluded. Worked hours will be recorded by the quarter (1/4) hour. A bargaining unit employee working less than eight (8) minutes in any additional quarter (1/4) hour will not be paid for that quarter hour.
Calculating Overtime. In the case of a statutory holiday or compensatory holiday, the number of hours of the regular workweek when the employee actually takes her day off must, for the purpose of calculating overtime, be reduced by the number of hours of one (1) regular workday.
Calculating Overtime. Except as provided herein, overtime shall be defined as time worked in excess of forty (40) hours per week (or 37.5 hours for employees whose full-time status is 37.5 hours). For the purpose of calculating overtime eligibility, legal holidays shall be considered time worked. In addition, employees who work alternative work schedules and use paid time off (e.g., vacation, floating holiday, holiday in-lieu, compensatory time, etc.) to supplement legal holidays shall have such paid time off hours considered as time worked. Notwithstanding the above, for the following classifications only, overtime shall be defined as time in paid status: • Crisis Specialist • Crisis Specialist I/II/III • Licensed Crisis Specialist • Child Welfare Worker Series
Calculating Overtime. Overtime is calculated on a weekly basis based on your ordinary pay. The Fund will not count your meal breaks when adding up hours of overtime. The Fund will pay overtime in 15 minute units calculated to the nearest 15 minute unit. This clause shall not prevent flexible working arrangements being reached in accordance with clause 5.4 or clause 28, and/or the taking of time off in lieu of overtime in accordance with clause 9.12.
Calculating Overtime. The normal number of daily hours of work is stated solely for the purpose of calculating overtime and shall not be construed as a guarantee of any minimum nor as a restriction on any maximum number of hours to be worked.
Calculating Overtime. For purposes of calculating eligibility for overtime (40 hours) all work and lunch time shall be included provided the lunch is designated as paid. For purposes of calculating the rate for overtime, paid lunch shall be included in the total number of hours of work.
Calculating Overtime. 1. For the purposes of calculating overtime, worked hours will include: all hours worked, time spent attending an approved class, meeting, or conference or Hospital orientation. All other paid and unpaid hours, including CTO and union time, will be excluded. Worked hours will be recorded by the quarter (1/4) hour. A bargaining unit employee working less than eight (8) minutes in any additional quarter (1/4) hour will not be paid for that quarter hour. Overtime hours will be paid at a rate of one and one half (1-1/2) times the bargaining unit employee’s base rate. Calculation of the base rate will include remuneration for worked hours and applicable shift differentials, as required in the FLSA.
Calculating Overtime. In calculating how much overtime an employee works, each working day is treated separately. Periods worked before their ordinary commencing time and after their ordinary finishing time on a particular day are added together to give the worker's total overtime for that day. When a new day starts, the calculations begin again, except that overtime which begins on one day is counted for that day, even if it continues into the next day.
Calculating Overtime. PTO and hours actually worked shall be used in calculating hours worked for overtime. All other paid time off will be excluded from hours worked when calculating overtime.
Calculating Overtime. At the end of each Averaging Period, overtime is paid to employees who work hours in excess of the Standard Hours of work, after the appropriate reductions have been made. Overtime is paid at a rate of one and a half (1.5) times the employee’s regular rate of wages. In a situation where an employee is paid on a basis other than on a per hour basis the employer must determine a regular hourly rate of wages. To determine this rate, the employer must divide the wages paid for the work performed by the number of hours required to perform the work. Note that the wages paid for work performed does not include vacation pay, general holiday pay, bereavement leave pay and wages paid for any hours of overtime. Additionally, the number of hours required to perform the work does not include hours for which an overtime rate of wages has been paid. Determine Actual Hours of Work ** THIS DOCUMENT HAS BEEN DRAFTED FOR THE SOLE PURPOSE OF PROVIDING A SAMPLE FOR THE HELICOPTER ASSOCIATION OF CANADA. PRIOR TO USE MEMBERS MUST OBTAIN INDEPENDENT LEGAL ADVICE REGARDING THE PROPER USE OF THIS DOCUMENT TO ENSURE ITS ENFORCEABILITY AND COMPLIANCE WITH APPLICABLE LAW. NOTHING CONTAINED HEREIN SHOULD BE INTERPRETED AS LEGAL ADVICE ** PLEASE ENSURE YOU ARE REVIEWING THE MOST RECENT DOCUMENT – CONTACT HAC TO OBTAIN THE MOST UP TO DATE VERSION. Version: September 26 2013 MEMBERS ARE ENCOURAGED TO ATTEND THE TRAINING ON THESE DOCUMENTS AT THE ANNUAL GENERAL MEETING IN NOVEMBER 2013. Employees must record actual hours of work performed. In situations where employees are truly on-call or standby (i.e. where despite a requirement to remain on location are nonetheless free to use the time as they see fit) these hours are not included in actual hours worked. Additionally, there is no obligation or requirement to consider travel time to and from base from an employee’s home as hours of work. However, travel time within the work day to move from location to location would be included in actual hours of work.
