Common use of Overtime Determination Clause in Contracts

Overtime Determination. Each department head determines whether overtime is necessary, and what classification is required to perform a given task. The City may use people outside their classification in their department as needed. The Union President has the right to review overtime lists. Overtime work determined and assigned by the department head shall be distributed equally as possible to employees within the classification whom the department head feels are capable of doing the job requiring overtime. Any employee, who is not in current working status due to illness or sickness, injury leave, light duty, personal leave, or military leave, shall not be entitled to consideration for overtime. Unless otherwise indicated by the employee on the City’s leave form, an employee will not be called for overtime who is not in current working status due to vacation, union leave, personal leave or comp time off and will not be charged as a refusal. The employee may elect to be included on the overtime roster on the City’s leave form if the employee is taking vacation or comp time and he shall be considered in accordance with the procedure set forth below. When overtime is assigned, the opportunity to work overtime shall be offered to the qualified employee within the classification and within the department who has the least number of overtime hours to his credit at that time. If the employee does not accept the overtime assignment, he shall be credited with the work hours offered solely for purpose of future overtime assignments. When it is known in advance that overtime will be required to cover shift work, the supervisor will offer the employee who is low on the overtime roster at least twenty-four (24) hours in advance and up to seventy-two (72) hours in advance when time permits. For other employees, supervisors shall notify their employees as soon as reasonably possible when the supervisor knows that overtime will be available. At such time the employee accepts the overtime, the hours shall be credited to that employee on the overtime roster. If an attempt is made to reach an employee by telephone and, there is no answer, if an answering machine is reached, no message shall be left. It will be construed this person is unable to be reached and this fact shall too be documented and the next employee on the list may be called. The Employer may go outside the job classification if all employees within the classification turn down the overtime. The record of overtime hours shall be posted and kept up to date daily. Section 6.8. DEFINITION OF TYPES OF PREMIUM PAY:

Overtime Determination. Each department head determines whether overtime is necessary, and what classification is required to perform a given task. Overtime is not guaranteed. The City may use people outside their classification in their department as needed. The Union President has the right to review overtime lists. Overtime work determined and assigned by the department head shall be distributed equally as possible to employees within the classification whom the department head feels are capable of doing the job requiring overtime. Any employee, who is not in current working status due to illness or sickness, injury leave, light duty, personal leave, or military leave, shall not be entitled to consideration for overtime. Unless otherwise indicated by the employee on the City’s City‟s leave form, an employee will not be called for overtime who is not in current working status due to vacation, union leave, personal leave or comp time off and will not be charged as a refusal. The employee may elect to be included on the overtime roster on the City’s City‟s leave form if the employee is taking vacation or comp time and he shall be considered in accordance with the procedure set forth below. When overtime is assigned, the opportunity to work overtime shall be offered to the qualified employee within the classification and within the department who has the least number of overtime hours to his credit at that time. If the employee does not accept the overtime assignment, he shall be credited with the work hours offered solely for purpose of future overtime assignments. When it is known in advance that overtime will be required to cover shift work, the supervisor will offer the employee who is low on the overtime roster at least twenty-four (24) hours in advance and up to seventy-two (72) hours in advance when time permits. For other employees, supervisors shall notify their employees as soon as reasonably possible when the supervisor knows that overtime will be available. At such time the employee accepts the overtime, the hours shall be credited to that employee on the overtime roster. If an attempt is made to reach an employee by telephone and, after seven (7) rings, there is no answer, or if a busy signal is reached on not less than two (2) attempts, this fact shall be documented. In addition, if an answering machine is reached, no message shall be left. It will be construed this person is unable to be reached and this fact shall too be documented and the next employee on the list may be called. The Employer may go outside the job classification if all employees within the classification turn down the overtime. The record of overtime hours shall be posted and kept up to date daily. Section 6.8. DEFINITION OF TYPES OF PREMIUM PAY:A record of sick leave hours accrued and vacation for each employee shall be posted and kept up to date monthly.