Overtime Grievances Clause Samples
The Overtime Grievances clause establishes a formal process for employees to raise concerns or disputes related to overtime work, such as disagreements over overtime assignments, pay, or scheduling. Typically, this clause outlines the steps employees must follow to file a grievance, including timelines for submission and escalation procedures, and may specify the roles of management and union representatives in resolving the issue. Its core function is to provide a clear and structured mechanism for addressing and resolving overtime-related disputes, thereby promoting fairness and minimizing workplace conflict.
Overtime Grievances. Where the Union alleges through the filing of a grievance the Region has failed to call in the proper employee to perform the overtime, the Region will pay the employee in accordance with the premium provisions of the Collective Agreement. The employee shall not be required to work or otherwise make up any hours, or have their position on the overtime rotation changed or adjusted. The Region will pay the employee who should have been called to perform the overtime work only if that employee has grieved the lost opportunity. The Region will not pay any employee who was not actually missed for the overtime.
Overtime Grievances. During the course of the 1996 negotiations the Region and the Union discussed the high number of grievances arising out of the distribution of overtime. The Region and the Union negotiated new language in Article 19.01 c) setting out a rotational system of overtime distribution. While the Region and the Union continue to share an expectation that the agreed language will greatly reduce the number of overtime grievances, the parties have agreed as follows: Where the Union alleges through the filing of a grievance the Region has failed to call in the proper employee to perform the overtime, the Region will pay the employee in accordance with the premium provisions of the Collective Agreement. The employee shall not be required to work or otherwise make up any hours, or have their position on the overtime rotation changed or adjusted. The Region will pay the employee who should have been called to perform the overtime work only if that employee has grieved the lost opportunity. The Region will not pay any employee who was not actually missed for the overtime.
Overtime Grievances. If the basis of a grievance is that the City failed to offer a Member an opportunity to work overtime, and the Member(s) was eligible and available at the time they should have been called, the parties agree to the following:
1. Within 90 days of resolution, the grievant(s) may elect to work overtime at a time mutually agreeable between the Member and the Fire Chief.
2. The Member will have those hours added to their yearly total ▇▇▇▇▇▇▇ overtime hours.
3. Overtime worked either prior to resolution of the grievance or FLSA overtime worked subsequent to the resolution shall not be counted toward settlement of the grievance.
4. The Member will work a block of time equal to the missed block of time, performing normal job duties which may be modified by mutual agreement of the grievant(s) and the Fire Chief.
5. The Member working missed overtime may be included towards minimum staffing.
6. The provisions of this section do not apply when the denial of overtime was intentional.
Overtime Grievances. During the course of the 1996 negotiations the Region and the Union discussed the high number of grievances arising out of the distribution of overtime. The Region and the Union negotiated new language in Article