Four/Ten (4/10) Shifts. If the County wants to eliminate any existing 4/10 shift and substitute a 5/8 shift or to institute a 4/10 shift which does not allow for three (3) consecutive days off (excluding overtime days or a change of shift assignment), or change existing work schedules or existing hours of work, it will meet and confer with the Union prior to implementing said new shift or hours change. This obligation does not apply where there is an existing system for reassigning employees to different shifts or different starting/stopping times. Nothing herein prohibits affected employees and their supervisor from mutually agreeing on a change in existing hours of work provided other employees are not adversely impacted.
Four/Ten (4/10) Shifts. An Employee assigned to a four-ten shift reporting for work at their regularly scheduled starting time for whom no work is provided shall, unless notified before the end of their last work period not to report to work, receive pay for three (3) hours at their straight-time hourly rate for Monday through Thursday. Such pay shall be at the appropriate overtime rate for holidays, or the Employee's scheduled day(s) off.
Four/Ten (4/10) Shifts. An Employee assigned to a four-ten (4/10) shift (day or night), reporting for work at their regularly scheduled starting time for whom work is provided, shall receive pay for not less than five (5) hours at the appropriate hourly rate, or if more than five (5) hours are worked, not less than ten (10) hours' pay at their straight-time hourly rate, except as outlined in Section 6. Such pay shall be at the appropriate overtime rate for holidays, or the Employee's scheduled day(s) off. * For Example: If an Employee reports for work on a ten (10) hour, double-time day and works for six (6) hours, they shall receive double-time for six (6) hours, and, in addition, shall receive the difference between six (6) hours and the ten (10) hour guarantee (or four [4] hours straight-time clearance pay); a total of sixteen (16) hours straight-time pay. If the Employer directs or holds an Employee after their starting time, that Employee will be paid in accordance with Sections 1 and 2 above.
Four/Ten (4/10) Shifts. If CCCERA wants to eliminate any existing 4/10 shift and substitute a 5/40 shift or to institute a 4/10 shift which does not allow for three (3) consecutive days off (excluding overtime days or a change of shift assignment), or change existing work schedules or existing hours of work, it will meet and confer with the Union prior to implementing said new shift or hours change. This obligation does not apply where there is an existing system for reassigning employees to different shifts or different starting/stopping times. Nothing herein prohibits affected employees and their supervisor from mutually agreeing on a change in existing hours of work provided other employees are not adversely impacted. The following represents guidelines of a 4-10 Work Schedule Plan. Office hours will remain 8 a.m. to 5 p.m. The 5-40 schedule currently in effect will be maintained; i.e., start times, end times and meal periods.
Four/Ten (4/10) Shifts. An Employee assigned to a four-ten (4/10) shift (day or night), reporting for work at their regularly scheduled starting time for whom work is provided, shall receive pay for not less than five (5) hours at the appropriate hourly rate, or if more than five (5) hours are worked, not less than ten (10) hours' pay at their straight-time hourly rate, except as outlined in Section 5. Such pay shall be at the appropriate overtime rate for holidays, or the Employee's scheduled day(s) off. * For Example: If an Employee reports for work on a ten (10) hour, double-time day and works for six
Four/Ten (4/10) Shifts. If CCCERA wants to eliminate any existing 4/10 shift and substitute a 5/40 shift or to institute a 4/10 shift which does not allow for three (3) consecutive days off (excluding overtime days or a change of shift assignment), or change existing work schedules or existing hours of work, it will meet and confer with the Union prior to implementing said new shift or hours change. This obligation does not apply where there is an existing system for reassigning employees to different shifts or different starting/stopping times. Nothing herein prohibits affected employees and their supervisor from mutually agreeing on a change in existing hours of work provided other employees are not adversely impacted. The following represents guidelines of a 4-10 Work Schedule Plan. Office hours will remain 8 a.m. to 5 p.m. The 5-40 schedule currently in effect will be maintained; i.e., start times, end times and meal periods. If there are not sufficient employee volunteers for the 5-40 plan – employees will be assigned on the basis of inverse seniority, except that once assigned or volunteered to the 5-40 plan no employee may bump another employee on basis of seniority. Supervisors are responsible for providing adequate coverage in their section, and will, therefore, be responsible for approval or denial of employees’ work schedules. The supervisor is also responsible for recommending an employee’s return to the 5-40 schedule if an employee’s performance becomes a concern because of the 4-10 plan. It is understood that any individual employee’s schedule may be changed due to the needs of the department. In addition, in the event coverage within a department becomes temporarily reduced; an employee’s schedule may need to be temporarily changed. The union will be notified of any changes to an employee’s work schedule when initiated by the employee’s supervisor. All employees will receive a copy of the 4-10 Plan guidelines prior to its implementation. The 4-10 Plan will have schedules with a start time of 7:00 a.m and an end time of 5:30
