Common use of HOURS AND WORK SCHEDULES Clause in Contracts

HOURS AND WORK SCHEDULES. The Employer will post work schedules at least two (2) weeks in advance. Such posting will be in the designated areas for each department and employees shall be made aware of the posting areas. It is recognized that the daily and weekly schedules are based on operating requirements and subject to change; that the Employer necessarily retains the right to change employees’ schedules to schedule straight time and overtime hours and the number of shifts; and that it is the obligation of the employees to work as scheduled. If work schedules are changed, the employer will provide as much notice as possible to the affected employees. Nothing herein shall be construed to limit the Employer from making temporary assignments, changing shifts, duties or hours for the purpose of meeting emergency situations. In the Course of creating a new schedule, Management shall determine and designate a number of shifts that Management anticipates must be filled by overtime hours worked by bargaining unit employees, ie., anticipated overtime shifts. That overtime shall be offered to bargaining unit employees in order of seniority on a rotational basis and management shall keep documentation of overtime hours offered and assigned during this process. This process will be outlined in the instructional manual and the rotation schedule be made available to employees. The initial process will be developed by the Labor and Management Committee, as outlined in this contract, for implementation no later than three months after the signing of this contract. All hours worked by an employee in excess of forty (40) in one (1) week shall be paid one and one-half times his/her hourly rate of pay. Employees will be required to stay at their work until their replacement arrives unless he/she is permitted to leave by the Executive Director or the management person in charge of the affected shift. If employees have to be called in, the employer will strive to cover the shift prior to requiring staff to stay over. Supervisors may use their judgment regarding not calling employees based on their availability and/or hours previously worked. When shift coverage is needed, employees may be called any time except between 11:00 p.m. and 5:00 a.m. unless an emergency situation dictates otherwise. Should no one be willing to cover the shift as contacted above, an employee will be mandated to stay over as determined necessary for consumer health and safety. Mandating will be determined by taking into consideration hours worked prior to mandating, hours scheduled after mandating, and prior history of being mandated. If all factors are considerably equal between one or more employees, mandating will occur according to inverse seniority on a rotational basis.

HOURS AND WORK SCHEDULES. The Employer will post work schedules at least two (2) weeks in advance. Such posting will be in the designated areas for each department and employees shall be made aware of the posting areas. It is recognized that the daily and weekly schedules are based on operating requirements and subject to change; that the Employer necessarily retains the right to change employees’ schedules to schedule straight time and overtime hours and the number of shifts; and that it is the obligation of the employees to work as scheduled. It is understood that employees under this agreement will be limited to working with individuals they support at the ICF/IID. If work schedules are changed, the employer will provide as much notice as possible to the affected employees. Nothing herein shall be construed to limit the Employer from making temporary assignments, changing shifts, duties or hours for the purpose of meeting emergency situations. In the Course of creating a new schedule, Management shall determine and designate a number of shifts that Management anticipates must be filled by overtime hours worked by bargaining unit employees, ie.i.e., anticipated overtime shifts. That overtime shall be offered to bargaining unit employees in order of seniority on a rotational basis and management shall keep documentation of overtime hours offered and assigned during this process. This process will be outlined in the instructional manual and the rotation schedule be made available to employees. The initial process will be developed by the Labor and Management Committee, as outlined in this contract, for implementation no later than three months after the signing of this contract. All hours worked by an employee in excess of forty (40) in one (1) week shall be paid one and one-half times his/her hourly rate of pay. Employees will be required to stay at their work until their replacement arrives unless he/she is permitted to leave by the Executive Director or the management person in charge of the affected shift. If employees have to be called in, the employer will strive to cover the shift prior to requiring staff to stay over. Supervisors may use their judgment regarding not calling employees based on their availability and/or hours previously worked. When shift coverage is needed, employees may be called any time except between 11:00 p.m. and 5:00 a.m. unless an emergency situation dictates otherwise. Should no one be willing to cover the shift as contacted above, an employee will be mandated to stay over as determined necessary for consumer health and safety. Mandating will be determined by taking into consideration hours worked prior to mandating, hours scheduled after mandating, and prior history of being mandated. If all factors are considerably equal between one or more employees, mandating will occur according to inverse seniority on a rotational basis.

HOURS AND WORK SCHEDULES. The Employer will post work schedules at least two (2) weeks in advance. Such posting will be in the designated areas for each department and employees shall be made aware of the posting areas. It is recognized that the daily and weekly schedules are based on operating requirements and subject to change; that the Employer necessarily retains the right to change employees’ schedules to schedule straight time and overtime hours and the number of shifts; and that it is the obligation of the employees to work as scheduled. It is understood that employees under this agreement will be limited to working with individuals they support at the ICF/IID. If work schedules are changed, the employer will provide as much notice as possible to the affected employees. Nothing herein shall be construed to limit the Employer from making temporary assignments, changing shifts, duties or hours for the purpose of meeting emergency situations. In the Course of creating a new schedule, Management shall determine and designate a number of shifts that Management anticipates must be filled by overtime hours worked by bargaining unit employees, ie.i.e., anticipated overtime shifts. That overtime shall be offered to bargaining unit employees in order of seniority on a rotational basis and management shall keep documentation of overtime hours offered and assigned during this process. This process will be outlined in the instructional manual and the rotation schedule be made available to employees. The initial process will be developed by the Labor and Management Committee, as outlined in this contract, for implementation no later than three months after the signing of this contract. All hours worked by an employee in excess of forty (40) in one (1) week shall be paid one and one-half times his/her hourly rate of pay. Employees will be required to stay at their work until their replacement arrives unless he/she is permitted to leave by the Executive Director or the management person in charge of the affected shift. If employees have to be called in, the employer will strive to cover the shift prior to requiring staff to stay over. Supervisors may use their judgment regarding not calling employees based on their availability and/or hours previously worked. When shift coverage is needed, employees may be called any time except between 11:00 p.m. and 5:00 a.m. unless an emergency situation dictates otherwise. Should no one be willing to cover the shift as contacted above, an employee will be mandated to stay over as determined necessary for consumer resident health and safety. Mandating will be determined by taking into consideration hours worked prior to mandating, hours scheduled after mandating, and prior history of being mandated. If all factors are considerably equal between one or more employees, mandating will occur according to inverse seniority on a rotational basis.