Changing Working Hours Sample Clauses
Changing Working Hours. Jobs, or Shifts
(a) No employee will be required to lose any working time by reason of a change in working hours, jobs, or shifts.
(b) Any employee may be required to change shift without receiving an overtime rate if at least 48 hours notice of such change is given the employee. If 48 hours notice is not given, the employee is entitled to receive the appropriate overtime rate until such time as the 48 hour notification period has expired.
(c) Employees may be required to change their working hours during their normal work week without receiving an overtime rate as long as at least 48 hours notice is given and no more than 40 hours are worked during a work week. Where 48 hours notice is not possible, the employee(s) may be allowed time off during the work week in lieu of overtime, if both the employee(s) and management mutually agree. The following rules, not all inclusive, will govern changes in regular working hours.
(i) All working hours within the work day shall be consecutive unless changed by mutual agreement of parties concerned.
(ii) No employee will be scheduled to work more than ten consecutive hours per day without receiving the appropriate overtime rate for all hours in excess of ten hours per day.
(iii) An employee's normal scheduled days off will not be changed under the provisions of this Section without the consent of the employee(s) involved.
(iv) All rescheduled working hours will be contained within the same work week, once an employee exceeds 40 hours in a work week, overtime will be paid.
(v) No meal allowance will be paid if the 48 hour notice is given unless the work day exceeds ten consecutive hours and extends into overtime and the employee works thirty minutes beyond the scheduled quitting time.
(vi) Pay for Holidays and the Personal Day off will continue to be paid at eight hours per day. If the holiday or Personal Day falls on a work day where an employee(s) was scheduled to work less or more than eight hours, the remaining work days in that work week will be rescheduled to account for the 40 hours.
(vii) All paid absences, except Holidays and the Personal Day off, shall be paid and charged for the number of hours the employee was scheduled to work on a specific day, not to exceed 10 hours per day or 40 hours per week.
(viii) The Union has the right to request that Labor Relations review work schedules that have the appearance of conflicting with the intent of this agreement.
Changing Working Hours. 1. New working patterns and arrangements must be agreed with employees and their union representatives at a directorate or service level. No payment arrangements outside of this agreement can be agreed at a directorate or service level.
2. Achieving change through mutual consent, consultation and collective agreement will maintain morale and gain commitment for the service improvement. 3 The Council uses collective bargaining to achieve change through well- established and effective industrial relations so that there are; x Joint approaches to solving business and personal problems. x Implementing change through involvement of employees x Emphasizing shared values and shared learning opportunities x Using flexible working arrangements that meet employer and employee needs x Recognising and understanding the rights and responsibilities of both managers and employees x Using external help with developments and ideas x Offering protections and transitional arrangements to existing employees x Enabling growth and development through new ways of working x Empowering self-determination for team rosters.
Changing Working Hours. Changes to working hours must be mutually agreed with the employee or arrived at by collective agreement. Other changes, which mean the need for the work has ceased or diminished, may involve redundancy. Achieving changes to working hours or arrangements through mutual consent or collective agreement will maintain morale and gain commitment for service improvement. There are ways of achieving change through well-established and effective employee relations so that there are: ● Joint approaches to solving business problems ● Implementing change through involvement of employees ● Emphasising shared values and shared learning opportunities ● Using work life balance and flexible working arrangements to meet both customer and employee needs ● Recognising and understanding the rights and responsibilities of both managers and employees ● Using external help with developments and ideas ● Offering protections and transitional arrangements to existing employees ● Enabling growth and development through new ways of working ● Empowering self-determination for team rosters including shift swapping schemes