Mandatory overtime assignment Clause Samples

A mandatory overtime assignment clause requires employees to work additional hours beyond their regular schedule when directed by the employer. Typically, this clause outlines the conditions under which overtime may be assigned, such as during peak business periods or to meet urgent project deadlines, and may specify how employees are notified and compensated for this extra work. Its core practical function is to ensure the employer can meet operational demands by legally obligating staff to work overtime when necessary, thereby addressing potential staffing shortages or unexpected increases in workload.
Mandatory overtime assignment. A. When there is not sufficient number of volunteers for (1), (2), and (3), above, Management may select and assign, on a rotating basis, the most junior trained employee in the work unit who is on duty to work overtime. B. Management will make a good faith effort to avoid requiring an employee to work a mandatory overtime on a consecutive day after working overtime the previous day. No employee shall work more than seventeen (17) hours in a twenty-four (24)-hour period unless there is an extreme emergency or the employee has requested for a special purpose and the manager has approved. When staff are working a mandatory overtime, they shall be assigned the least challenging client and shall not be designated as the primary driver on extended trips. C. Management will give a minimum of one (1)-hour notice of any overtime to be worked, whenever possible. D. An employee who refuses a mandatory opportunity shall be rotated to the bottom of all in-house voluntary overtime list. E. When an employee is required (mandated) to work at least four (4) hours beyond a full shift and when that fact was not known to the employee prior to beginning of the first shift, then upon request, up to one (1) hour of Employer paid time will be allowed between the shifts. If an employee has volunteered to work the overtime then they may take one (1) hour between the shifts but that one (1) hour is not Employer-paid time. The purpose of this time is to make arrangements necessary when the worker is to be away from home unexpectedly at the discretion of the Employer. It is, of course, recognized that bona fide emergencies may exist that would preclude granting time off. Such instances will, however, be held to a minimum and only genuine emergencies will prevent the allowance of such time. When such time is denied between shifts, such time will be allowed at the earliest possible time in the subsequent shift. If a genuine emergency prevents granting of one (1) hour during the second shift, such time shall be accrued as comp time at straight rate. F. Once assigned to work a mandatory overtime and if the employee fails to meet the overtime obligation, their name will remain at the top of the mandatory overtime list until a mandatory overtime obligation is met. Management may look at extenuating circumstances. If a failure to meet a mandatory overtime occurs a second time progressive discipline could begin.
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Mandatory overtime assignment. The Fire Chief or his designee may mandatorily assign overtime work for shift or special duties to individual employees in accordance with the provisions of this Agreement.
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Mandatory overtime assignment. Normally, employees will only be assigned mandatory overtime immediately prior to or following their regular shift. Mandatory overtime will be assigned to the available and qualified Communication Specialist with the fewest Floor overtime hours worked in a semester recorded in ATLAS, up to 12 hours per shift, or 16 hours as defined in Section 2.A above. Any tiebreaker will be by inverse order of seniority. Semesters reset on April 1 and October 1 of each year.
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Mandatory overtime assignment. When there is not sufficient number of volunteers for (1), (2), and (3), above, Management may select and assign, on a rotating basis, the most junior trained employee in the work unit who is on duty to work overtime.
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Related to Mandatory overtime assignment

  • Overtime Assignment A. In institutional settings when the Agency determines that overtime is necessary, overtime shall be offered on a rotating basis, to the qualified employees who usually work the shift where the opportunity occurs. If no qualified employees on the shift desire to work the overtime, it will be offered on a rotating basis first to the qualified employee with the most state seniority at the work site. When there are no volunteers to work the overtime as outlined above, and/or where an emergency exists, reasonable overtime hours may be required by the Agency. Such overtime shall be assigned, on a rotating basis, first to the qualified employee with the least state seniority at the work site. This policy shall not apply to overtime work which is specific to a particular employee’s claim load or specialized work assignment or when the incumbent is required to finish a work assignment. B. In non-institutional settings, the Agency reserves the right to schedule and approve overtime. In emergency situations overtime may be approved after the fact. Required overtime that can be worked by more than one (1) employee at the work site (that which is not specific to the particular employee’s case load or specialized work assignment) will be offered on a rotating, state seniority basis. If no qualified employee volunteers for the work, or where an emergency exists, then the qualified employee with the least state seniority at the work site will be assigned on a rotating basis. C. The parties recognize that in both institutional and non-institutional settings, that the Employer has the right to require mandatory overtime where necessary; however, the Employer will not abuse the utilization of mandatory overtime.

  • Overtime Assignments 1. In classifications where employees are eligible for overtime pay, overtime work shall be offered to employees within the work location involved from the appropriate work group in continuing rotation on the basis of seniority. Each employee shall be selected in turn according to his/her place on the seniority list by rotation provided, however, the employee whose turn it is to work possesses the qualifications, training and ability to perform the specific work required. 2. An employee requesting to be skipped when it becomes his/her turn to work overtime shall not be rescheduled for overtime work until his/her name is reached again in orderly sequence and an appropriate notation shall be made on the overtime roster. 3. In the event no employee accepts required overtime work, the State shall assign employees within the work location involved from the appropriate work group to perform the overtime work by continuing rotation in inverse order of seniority. Employees who are unavailable, including employees who are on vacation, sick leave or other approved leaves of absence, and employees for whom the requirement of overtime work would cause undue hardship, shall be excused from a required overtime assignment. Employees so excused shall not lose their eligibility for overtime work within the then current rotation. 4. Work in progress, when appropriate, shall be completed by the employee performing the work at the time the determination is made that overtime is required except that an employee for whom the requirement of overtime work would cause undue hardship shall be excused from the overtime assignment.

  • Assignment of Overtime Work (a) Subject to the operational requirements, the Employer shall make every reasonable effort to avoid excessive overtime and to offer overtime work on an equitable basis among readily available qualified employees. (b) Except in cases of emergency, call-back, or mutual agreement with the employee, the Employer shall, wherever possible, give at least four (4) hours’ notice of any requirement for overtime work.

  • Assignment of Overtime 3.4.1 Overtime shall be assigned on a rotating seniority basis among all qualified employees who are in the same classification, the same organizational unit, and at the same work location. An employee may decline an overtime assignment without adverse consequence unless it is assigned pursuant to Section 3.4.2 below. The department may define the group of qualified employees by their shift for purposes of assigning overtime so that call back pay is not obligated. In order to determine if an employee is qualified, the department should consider the employee’s work record in the department, including being in an unsatisfactory status on a current evaluation or having a formal discipline action in process. 3.4.2 If no employee in the classification, organization unit and work location accepts the overtime assignment, using the rotating seniority process, the District may assign the overtime in reverse rotating seniority order. 3.4.3 The following are allowable exceptions to the seniority overtime assignment process: When overtime is authorized for completion of a specific assignment, project, or work in progress, the employee who began the assignment, project, or work may be assigned the overtime; When the District determines it is necessary to consider special skills and training of employees to perform particular work; When employees are available to perform the work on a non-over-time basis, the District shall not be required to assign the work on an overtime basis. Overtime pay assignments will not be given to temporary employees unless the regular employees that would normally be assigned the overtime are not available or one of the seniority exceptions apply. 3.4.4 All overtime shall be offered to everyone on the applicable overtime list in descending order of seniority until the list is exhausted. Once the last name on the list is reached the process will resume from the top of the list. If an employee is offered overtime for a scheduled project and declines to accept, the employee forfeits his/her turn in the rotation. That employee will not be offered overtime until the list has been completed and his/her name comes up again in order of seniority. 3.4.5 Notice of scheduled overtime, for situations that are recurring or have advance notice, and which are offered on a rotational basis shall be posted in the same area as all required employment notices and announcements and will remain up until the work has been completed. Posting shall be on a form agreed to by the District and CSEA. Employee responses to the overtime posting shall be on a form agreed to by the District and CSEA. In lieu of posting, an organizational work unit may use electronic communications when all employees in such unit regularly use electronic communication. All such notices whether posted or sent by electronic communication will contain a description of the work to be done, the anticipated length of time to accomplish the work, the date(s) on which the work will be scheduled, and the date and time of posting. The notice shall be posted within a reasonable time of the District learning of the overtime work. Records will be maintained of all notices, employee responses, and overtime assignments for a period of three years.

  • Lease Assignment A LEASE ASSIGNMENT occurs when all RESIDENT(s) will be vacating the premises during the current lease term. RESIDENT(s) will not assign this LEASE without first obtaining MANAGEMENT’S prior written consent. Any Lease Assignment shall be on MANAGEMENT’S form (Lease Assignment Addendum and Deposit Brief) and it shall be signed by ALL persons therein designated. The New Resident(s) must apply and qualify for occupancy. An approval by MANAGEMENT of a Lease Assignment fully releases the RESIDENT(s) from his/her obligations under the LEASE. The Security Deposit on hand will be transferred to the incoming Resident(s). The Security Deposit disposition will be handled between the Resident(s) moving out and the New Resident(s) moving in. A one hundred dollars ($100.00) Administrative Fee is charged for processing. Airbnb rentals, short term online rentals, and 3rd party rental contracts are not allowed.