Common use of Overtime Lists Clause in Contracts

Overtime Lists. It shall be the responsibility of supervision to keep overtime in a group according to overtime worked. Initial lists will be arranged by seniority, and overtime opportunities will be offered in turn. (1) Applicable overtime lists shall be posted in an easily accessible area and secured under glass and lock. (2) When determined during a shift that additional employees are needed on the following shift, it will be offered to those present on the shift which is working. (3) When determining during a shift that additional employees are needed on that shift, it will be offered to those scheduled to be present on the oncoming shift who can be personally contacted by phone. (4) When overtime, which cannot be offered according to Items (2) and (3) is to be scheduled, it shall be offered by reference to the establishment master overtime list of the department. (5) The movement of an employee from one list to another will not result in any change in the number of opportunities with which he/she has been charged. (6) If overtime is not obtained using the above procedure, the following will apply: a. If an individual on the oncoming shift reports he will be absent or tardy, the individual on the tardy officer's job assignment will be held over. b. If the officer on the preceding shift is ineligible for the holdover, the least senior officer shall be forced over. c. If an officer is forced to work beyond the end of his/her scheduled shift because supervision failed to remove a red-lined employee from the work schedule, the officer will be paid an addition 1/2 times the Officer's Base Hourly Wage Rate. (7) Only employees who work or personally refuse overtime will be charged, except those circumstances which are specifically referred to in Article X, Section 10(9); Article X, Section 10(11); and Article X, Section 10(12). While on short term or long term disability leave, employees will not accumulate more than fifteen (15) overtime opportunities. (8) The Company will furnish the Union with copies of the overtime canvass lists bearing the date, time and signature of the supervisor doing the overtime canvassing. (9) An employee that accepts an overtime opportunity, and then cancels, will be charged with one refusal for that overtime and will also be charged with one additional overtime opportunity. (10) The Company will continue the practice of identifying the location and type of work to be performed for overtime opportunity. (11) If an eligible employee is inadvertently by-passed for an overtime opportunity in accordance with the above procedure, the by-passed employee will be given first preference to work one of the next three overtime opportunities (of the same hours) that occur for which he/she is eligible. A by-passed employee who works one of such next three overtime opportunities, will be paid for that opportunity at the higher of the premium rate applicable to that opportunity or the premium rate applicable to the by-passed overtime opportunity. (12) In the event of a serious personal hardship consistent with FMLA guidelines and upon written application approved by the Protective Force Section Manager, an employee's name may be removed from the overtime list for a defined period of no less than thirty (30) days. When an employee's name is returned to the overtime list, the employees will be charged with overtime opportunities missed while green pinned. An employee whose name is removed from the overtime list will not be

Overtime Lists. It shall be the responsibility of supervision to keep overtime in a group according to overtime worked. Initial lists will be arranged by seniority, and overtime opportunities will be offered in turn. (1) Applicable overtime lists shall be posted in an easily accessible area area. The overtime board/list shall be zeroed out at 0000 hours on January first of each calendar year. If the Company fails to zero the overtime board out, each member shall be paid for the bypassed overtime equal to the hours and secured under glass pay rate of the bypassed overtime. In the event the bypass would be at a higher rate, i.e. 6th and lock7th day or holiday, the rate of pay will most benefit the employee. (2) When determined during a shift that additional employees are needed required on the following shift, it OT will be offered per classification(s) and eligibility to those present on the shift which is working. When all officers are in limitation of hours exceedance, overtime shall be canvassed by classification. (3) When determining determined during a shift that additional employees are needed on that shift, it will be offered to those scheduled to be present on the oncoming shift who can be personally contacted by phonephone by classification and eligibility. Total compensation applies for actual time worked. Article X Section 9.(a) shall apply. (4) When overtime, overtime which cannot be offered according to Items (2) and (3) is to be scheduled, it shall be offered by reference to the establishment established master overtime list of the department. (5) The movement of an employee from one list to another will not result in any change in the number of opportunities with which he/she has been charged. (6) If overtime is not obtained using the above procedure, the following will apply: a. If an individual employee on the oncoming shift reports he he/she will be absent or tardy, the individual on employee working the tardy officer's job assignment will be held overshall remain on their assignment provided they are eligible (Non-TSR). b. If the officer PFO on the preceding shift is ineligible for the holdover, the least senior officer PFO within that classification shall be forced overheld over on that assignment Non-TSR. c. If an officer is PFO's forced to work beyond the end of his/her scheduled shift because supervision failed to remove a red-lined employee from the work schedule, the officer PFO will be paid an addition 1/2 ½ times the Officer's Base Hourly Wage RatePFO BHR for all hours worked as a result of the error. (7) Only employees who work or personally refuse overtime will d. Except in extreme emergency and employee may not be charged, except those circumstances which are specifically referred to in Article X, Section 10(9); Article X, Section 10(11); and Article X, Section 10(12). While forced over on short term or long term disability leave, employees will not accumulate more than fifteen (15) overtime opportunities. (8) The Company will furnish the Union with copies of the overtime canvass lists bearing the date, time and signature of the supervisor doing the overtime canvassing. (9) An employee that accepts an overtime opportunity, and then cancels, will be charged with one refusal for that overtime and will also be charged with one additional overtime opportunity. (10) The Company will continue the practice of identifying the location and type their last scheduled day of work to be performed for overtime opportunity. (11) If an preceding scheduled days off or vacation taken. Provided, however, that if no eligible employee is inadvertently by-passed available for an overtime opportunity in accordance with the above procedureovertime, the by-passed Company may force over the least senior employee will be given first preference to on his/her last scheduled day of work one of the next three overtime opportunities (of the same hours) that occur for which he/she is eligible. A by-passed employee who works one of such next three overtime opportunities, will be paid for that opportunity at the higher of the premium rate applicable to that opportunity or the premium rate applicable to the by-passed overtime opportunitypreceding scheduled day off. (12) In the event of a serious personal hardship consistent with FMLA guidelines and upon written application approved by the Protective Force Section Manager, an employee's name may be removed from the overtime list for a defined period of no less than thirty (30) days. When an employee's name is returned to the overtime list, the employees will be charged with overtime opportunities missed while green pinned. An employee whose name is removed from the overtime list will not be

Overtime Lists. It shall be the responsibility of supervision to keep overtime in a group according to overtime worked1. Initial lists will be arranged by seniority, and overtime opportunities Overtime will be offered to employees in turndescending order of their current position on the monthly work schedule (i.e., top man on list first, etc.). If the first employee refuses or one (1) Applicable overtime lists shall be posted in an easily accessible area and secured under glass and lock. (2) When determined during a shift that additional or more employees are needed on for overtime, overtime shall be offered to each employee, if available, in descending order until the following shift, it required number of employees are found or the schedule is exhausted. 2. The employee whose name appeared at the top of the schedule during the previous month shall be placed at the bottom of the monthly work schedule for the next month. 3. A man joining the work crew shall be placed at the bottom of the work schedule. He will be offered overtime only if all those above him refuse or when his name is rotated in order to those present on the shift which top of the list. The Ranking Agreement of 6/18/74 is workingdiscontinued and the following conditions are established: 1. All employees who were ranked as of 12/31/74 shall retain 02/07/74 as a plant seniority date. 2. The seniority list will no longer carry the asterisk (*) which denoted "Ranked Employee". 3) When determining during a shift that additional . The occupational seniority position of employees are needed on that shiftwill remain in their respective positions. To accomplish retaining "relative" occupational position, it an "adjusted" occupational seniority date will be offered to those scheduled to be present on the oncoming shift who can be personally contacted by phoneassigned where needed. (4) 1. When overtimean employee's services are no longer required as a Leadman, the employee involved will be returned to the occupation and Mine Maintenance Shop from which cannot the employee was assigned as a Leadman. 2. When the return of the employee, in accordance with item #1 above, results, in the Company's opinion, in more craftsmen than the Company needs in the Mine Maintenance Shop involved, the lowest in occupational seniority craftsman will be offered according reduced from that Mine Maintenance Shop. When this occurs, the craftsman so reduced will be assigned to Items (2) and (3) is a Mine Maintenance Shop where a vacancy exists. If no vacancy exists, the craftsman involved will be subject to be scheduled, it the "Reduction in Force" provisions in the Labor Agreement. The reduced craftsman has no rights to return to the craftsman's "old" shop other than through the transfer and/or "Reduction in Force" provisions of the Labor Agreement. 1. Grandfather present Miami Unit employees. Miami Unit seniority shall be offered by reference to utilized within the establishment master overtime list of the departmentMU - SXEW facility. (Occupation, Department, Plant.) 2. Miami Unit employees shall be given a 07/01/86 seniority date at Pinto Valley (Occupation, Department, Plant). (5) 3. Grandfathered employees transferred to Pinto Valley as a result of a reduction in force at the Miami Unit shall have first opportunity to return to Company declared permanent vacancies at the Miami Unit. The movement of an employee from one list to another will not result in any change in the number of opportunities with which he/she has been charged. (6) If overtime is not obtained using the above procedure, the following will apply: a. If an individual on the oncoming shift reports he will be absent or tardy, the individual on the tardy officer's job assignment will be held over. b. If the officer on the preceding shift is ineligible for the holdover, the least senior officer same grandfathered employees working at Pinto Valley shall be forced over. c. If an officer is forced to work beyond utilized at the end Miami Unit for temporary vacancies of his/her scheduled shift because supervision failed to remove a red-lined employee from the work schedule, the officer will be paid an addition 1/2 times the Officer's Base Hourly Wage Rate. seven (7) Only days or more. Replacement shall be made on the Monday following the seventh (7th) day. 4. Place the Miami Unit employees who work or personally refuse overtime into Pinto Valley job classifications. 5. There will be charged, except those circumstances which are specifically referred to in Article X, Section 10(9); Article X, Section 10(11); no bumping from Pinto Valley into the Miami Unit and Article X, Section 10(12). While on short term or long term disability leave, employees will not accumulate more than fifteen (15) overtime opportunitiesvice versa. (8) The Company will furnish the Union with copies of the overtime canvass lists bearing the date, time and signature of the supervisor doing the overtime canvassing. (9) An employee that accepts an overtime opportunity, and then cancels, will be charged with one refusal for that overtime and will also be charged with one additional overtime opportunity. (10) The Company will continue the practice of identifying the location and type of work to be performed for overtime opportunity. (11) If an eligible employee is inadvertently by-passed for an overtime opportunity in accordance with the above procedure, the by-passed employee will be given first preference to work one of the next three overtime opportunities (of the same hours) that occur for which he/she is eligible6. A by-passed employee who works one of such next three overtime opportunities, will be paid for that opportunity at the higher of the premium rate applicable to that opportunity or the premium rate applicable to the by-passed overtime opportunity. (12) In the event of a serious personal hardship consistent reduction in force at the Miami Unit, grandfathered Miami Unit employees would be assured of a job within their classification at Pinto Valley. This assurance is valid until a reduction in force in their classification occurs at Pinto Valley. 7. Grandfathered employees shall compete for vacations between themselves. Grandfathered employees shall replace each other at the Miami Unit for vacations so long as the vacation request is approved at least one (1) month in advance. The Company may use the Miami Unit employee as a vacation replacement if there is less than one (1) month advance request for a vacation. 8. An employee who voluntarily transfers out of the Miami Unit shall lose grandfather rights. 9. These proposals apply only to the employees and classifications as listed above. 1. Grandfather present Miami Unit employees. Miami Unit seniority would be utilized by grandfathered employees within the Miami Unit SXEW facility to return from reduction in force. (Occupation, Department, Plant.) 2. Place the Miami Unit employees into Pinto Valley job classifications. 3. Miami Unit employees who want to transfer (interdepartmental transfer) out of the Miami Unit to other departments, must do so in accordance with FMLA guidelines the Pinto Valley Agreement. (Pinto Valley plant seniority - 07/01/84.) 4. There will be no bumping from Pinto Valley into the Miami Unit and vice versa. 5. For purposes of a reduction in force at the Miami Unit, Miami Unit grandfathered employees (SXEW operations & Underground Crew) would be permitted to bump within the Miami Unit using the procedure currently found in the Miami Unit Agreement (see page 85-Bumping Procedure). Employees bumped and/or reduced to the laborer classification would utilize the procedure found in the Pinto Valley Agreement to hold a job as a laborer at Pinto Valley. Miami Unit employees shall have a plant date of 07/01/84 at Pinto Valley. (This excluded machinists and auto mechanics - they are treated the same as other crafts.) 6. Miami Unit employees in the EW Operator & Plantman C (*) classifications shall have their rates red-circled. A red-circled employee may refuse a permanent promotion up the line of flow. An employee red-circled who changes jobs elsewhere in Pinto Valley shall forfeit his red-circled status. In the event of a reduction in forces of more than 90 days, an employee shall lose his red-circled status. 7. Establish an Underground Crew in the Pinto Valley Agreement. 8. Place the Miami Unit Underground Crew into job classifications as established in the Pinto Valley Agreement. 9. Underground employees who wish to move to jobs elsewhere at Pinto Valley may do so in accordance with the Pinto Valley Agreement. Underground employee' plant seniority shall be date of ratification (07/01/86). 10. The Craftsman (Machinists and the Auto Mechanics) at the Miami Unit shall be placed respectively in the Specialist (Machinist) and General Heavy Duty Mechanic classifications at Pinto Valley. They shall be treated in accordance with the Agreement for merging the MU Metal Trades, IBEW, Teamsters, Operating Engineers and Miami East Operations into the Pinto Valley Bargaining Unit and Agreement as agreed upon written application approved by between the Protective Force Section Manager, Company and the Unions on 05/22/86. In case of an employee's name (above rate of pay level 2) services are no longer required in his classification, the employee may, if he has the necessary unit seniority and qualifications, displace an employee in his classification or any other classification in the Bargaining Unit according to the procedure outlined below. This does not apply to jobs disturbed by an employee returning from authorized absence. This procedure shall apply to bid jobs only subject to the following: Except when an employee has previously progressed through a training program or line of flow, he may bump into the highest level he previously attained or classification in which he worked with the Company. 1. Initial move that begins the bumping procedure. The company will notify an employee at least fourteen (14) days in advance of the date his services will no longer be removed from the overtime list for a defined period of no less than thirty (30) daysrequired in his classification. When an employee's name the employee is returned so advised he will have until noon on the Wednesday preceding the scheduled workweek in which the change occurs to notify the overtime list, Company of the employees will be charged with overtime opportunities missed while green pinned. An employee whose name is removed from the overtime list will not behe desires to bump.