Common use of Overtime Clause in Contracts

Overtime. (A) The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the above.

Overtime. (A) The normal workweek for each full-time employee All employees covered by this MOU shall be 40 hours. paid at the rate of time and one-half (B1½) Work beyond for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of eight (8) hours a day or over forty (40) hours in a work week which will be paid at time and one-half (1½) of the normal workweek or approved extended period employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent with other provisions of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive hours worked over eight (8) hours in a day and which extend into a new day. This provision shall include hours worked before or at the end of a normal work schedule. However, overtime paid in this setting shall not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new day. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should employees of this Unit be scheduled by management to work more than seven (7) consecutive work days, commencing on the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour of overtime workedworked until such time as two (2) consecutive days off are received. An employee will This payment shall only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by apply when the employee has been scheduled by management and ordered to work more than seven (7) consecutive work days, and does not apply when the supervisor. If mutual agreement work is not reached, the supervisor may, with as a minimum result of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysvolunteering. HoweverTo clarify which employees are volunteers, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 each current employee shall be paid provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for at the employee’s straight time regular hourly rate eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves writing prior to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovetheir scheduled shift.

Overtime. (A) The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the A. For Fair Labor Standards Act as it is applied (FLSA) non-exempt employees, time and one-half will be paid only for any hours worked over forty (40) per week. In lieu of overtime, employees may be granted compensatory time off at time and one-half consistent with the Federal Fair Labor Standards Act. The decision to public employeesgrant compensatory time off will be determined by the Employer after consultation with the employee. Employees considered exempt per the FLSA will receive time and one-half (1 1/2) for overtime in compensatory time off for any hours worked over forty (40) per week. (D) If B. Double time will be paid, or double time allowed off within the agency has a plan same pay period, for all requested and approved hours worked on holidays that are defined in advance the Agreement. The decision to grant time off will be determined by the DMS, FLSA compensatory leave credits Employer after consultation with the employee. C. Overtime hours shall be granteddivided as equally as possible among employees in the same classifications in their respective unit, administeredprovided they are qualified and able to do the work assigned. An up-to-date list showing overtime hours will be posted monthly in a prominent place in their respective units. This section of the Agreement shall not apply to FLSA exempt employees (professional employees). D. In any event, overtime is compulsory and used as described below: An employee who is filling an included position may, shall be computed from January 1 through December 31 of each year. Excess overtime hours will be carried over each year and are subject to review at the end of each period. E. The Employer has the approved extended period if mutually agreed right to by the employee and supervisor, waive payment for overtime and have the overtime hours credited assign employees to “FLSA compensatory leavebe on call. If such approved election is made, the overtime hours Employees required to be on call will be credited as FLSA compensatory leave credits compensated at the rate of one time and one-half hours (1 1/2) pay or compensatory time off, despite Article 20, Section A, when actually required to work when outside their normal working hours, i.e., direct client communication or direct communication with others pertaining to a particular client. Employees required to be on call for each hour of overtime worked. An employee a seven consecutive day period will only also be permitted to accumulate a maximum of 80 provided with five (5) hours of FLSA compensatory leave creditscomp time in addition to the above, which may be taken in any increments or pro rata, if agreed to by less than seven (7) consecutive days. If the Court orders placement of a child outside the home and a hearing is statutorily required on a weekend, the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum shall receive five (5) hours of five workdays notice, require the employee to use such leave credits at any compensatory time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves additional to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the above.

Overtime. (Aa) The normal workweek Any one of the following constitutes overtime: (1) Work in excess of the daily work shift for each full-time employee shall be 40 hoursemployees assigned to scheduled work period positions; (2) Work in excess of forty (40) hours in one (1) work week performed by overtime-eligible part time employees assigned to scheduled or nonscheduled work period positions; or (3) For hospital personnel assigned to a fourteen (14) day schedule, work in excess of eight (8) hours in a twenty four (24) hour period or eighty (80) hours in a fourteen (14) day period. (Bb) Work beyond Overtime worked by the normal workweek eligible employees assigned to scheduled or approved extended period nonscheduled work positions shall be recognized compensated at a rate of one and one- half (1-1/2) times the employee's straight time hourly rate including shift differential for all overtime worked as provided in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment subsection (a) of overtime to unit employees in the situation described hereinthis section. (Cc) The Union agrees Overtime-eligible employees assigned to support those changes in Rule 60L-34scheduled or nonscheduled work period positions shall receive monetary payment as compensation for overtime worked; however, F.A.C.at the employee's request, that compensatory time off at one and one-half (1-1/2) times the overtime hours worked may be required granted in order lieu of monetary payment. (d) Compensation paid to an employee for accrued compensatory time shall be paid at the state to regular rate earned by the employee at the time the employee receives such payment. Upon termination of employment, an employee will be paid for any unused compensatory time in compliance accordance with the Fair Labor Standards Act as it is applied to public employeesAct. (De) If the agency has a plan Use of accrued compensatory time shall be approved in advance by the DMSemploying official with consideration being given to the work requirements of the department and the wishes of the employee. Compensatory time off may be scheduled by the employing official during the final sixty (60) days of a biennium (for the University-wide Nonsupervisory, FLSA University-wide Supervisory, Contact Center, Contact Center Supervisory, and Healthcare Professional/Laboratory Technical bargaining units), or fiscal year (for the Research Technologist and Research Technologist Supervisor bargaining units). Compensatory time must be used or paid for by June 30th of each fiscal year. The employee’s unused compensatory time balance will be cashed out every June 30th or when the employee leaves University employment for any reason. The employee’s compensatory time balance may also be cashed out when the employee: 1. Transfers within their department to a position with different funding sources, or 2. Transfers to a position in another department. (f) For purposes of computing overtime compensation, holidays or leave credits with pay during the employee's regular work schedule shall be granted, administered, and used considered as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime time worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the above.

Overtime. (Aa) The normal workweek for each full-time employee “Authorized voluntary overtime” and “authorized voluntary standby time” shall be 40 hoursdefined as overtime or stand-by time for work authorized by the Center Director or the Director’s designee which the employee is free to accept or decline. (Bb) Work beyond the normal workweek or approved extended period “Ordered involuntary overtime” and “Ordered involuntary standby time” shall be recognized defined as directed in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared writing to work. Such overtime or standby time may only be authorized by the Governor Center Official who is delegated such authority, and funds are available, employees who are assigned to the emergency area described will authorize such in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described hereinwriting as soon as practicable following assignment. (Ca) The Union agrees to support those changes Ordered involuntary overtime worked between the thirty-fifth (35th) hour and fortieth (40th) hour in Rule 60L-34, F.A.C., that may any payroll week shall be required compensated in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employeescash at straight time. (Db) If the agency has a plan approved Ordered involuntary overtime in advance by the DMS, FLSA compensatory leave credits excess of forty (40) hours in any payroll week shall be grantedcompensated in cash at time and one half (1 ½ x). (c) For employees granted shortened work days under Section 15 of Article IX, administeredcompensatory time for work performed between thirty (30) and thirty-five (35) hours a week or between thirty-five (35) and forty (40) hours, and used as described below: An employee who applicable, when such shortened schedule is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will in effect shall be credited as FLSA compensatory leave credits granted at the rate of one and one-half hours for each hour straight time (1x time), but such work shall not be considered overtime. (d) Upon the mutual agreement of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reachedCenter Director or designee of the Center Director, for any particular work week, the supervisor may, with a minimum overtime compensation provided in Subsections (a) and (b) shall be granted in compensatory time off in lieu of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits cash at the close rate of business on December 31 straight time, for overtime under Subsection (a) and June 30 at the rate of time and a half (1 ½ x) for overtime under Subsection (b). Meal allowances in such instances shall be paid provided for at hours worked under Subsection (a) only. Section 3. Authorized voluntary overtime which results in any employee working in excess of the employee’s normal work week in any payroll week shall be compensated in time off at the rate of straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the above(1x).

Overtime. Both the Employer and the Union concur that overtime shall be minimized. Overtime at time and one half (A1 ½) The normal workweek shall be paid for each hours worked beyond an employee’s regularly scheduled shift in one day, or for hours worked beyond the full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized work schedule in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to definition of the emergency area described work period for a full-time classified employee in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described hereinArticle 7. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave1. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits Overtime at the rate of double time (2x) will be paid for continuous hours worked beyond twelve (12) for a twelve (12) hour scheduled shift and for continuous hours worked beyond twenty four (24) hours when the flight nurse is in flight status. This includes time to complete all aspects of the mission including but not limited to charting. Sick leave paid for will not count toward the calculation of prescheduled overtime during any 40 hour work week. The straight time hourly rate of pay used for the calculation of overtime shall include all differentials and premiums that are considered part of the employee’s regular rate of pay. Under the KRONOS system, overtime will be triggered and compensated to the nearest minute beyond a seven (7) minute grace period before/after a scheduled shift. As an option to wage payment above, an employee may request to accrue compensatory time on the basis of one and one-half hours for each hour the amount of overtime worked, or double time for registered nurses as appropriate. An The Employer will allow the accrual of up to forty (40) hours of compensatory time calculated on a rolling basis. The Employer will consider special circumstances when deciding whether or not to grant the accrual of compensatory time in excess of forty (40) hours (e.g. advanced knowledge that an employee will only be permitted to accumulate taking a maximum of 80 hours of FLSA compensatory long-term leave credits, which may be taken in any increments if agreed to by the employee near future and the supervisoraccrued time would be used to cover for all or part of that leave). If mutual agreement This is not reachedintended to upset any formal department policies regarding the accrual and use of compensatory time that exceed this unless there is agreement to do so. Accrued compensatory time will be scheduled off in a manner similar to the scheduling of vacation days requested off. Sick call coverage at designated bases will be offered based upon desired crew skill mix, to the supervisor may, with a minimum of five workdays notice, require the employee official duty station nurses first then if they remain uncovered will be offered to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid other duty station nurses for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovecoverage.

Overtime. (Aa) The normal workweek for each full-All time employee shall be 40 hours. (B) Work beyond the normal workweek worked in excess of regular hours or approved extended period shall be recognized in accordance with Rule 60L-34regular shifts, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight rate of time and one-half, and double time is to be paid for all overtime worked on Sunday. (b) Employees called out to work after having been released from their regular hourly rate day's work or called out on a non-scheduled work day shall receive a minimum of two (2) hours pay at the applicable overtime rates. (c) Employees called out on their regular work days for work less than two (2) hours in accordance with Rule 60L-34, F.A.C., An employee advance of their regularly scheduled working hours shall receive a minimum of two (2) hours pay at the applicable overtime rates. (d) Time for employees who separates are called out will start from the Career Service or moves time they are called and end when they are released from duty. (e) Prearranged overtime work scheduled in advance of regular working hours when assigned to another state agency employees who have had notice not later than at the end of their next preceding work period and who continue to work their regularly scheduled work period following said prearranged overtime shall be paid for the applicable overtime rate for actual excess time. In the event notice is not given at or before the end of the employee’s next preceding work period they shall be allowed a minimum of two (2) hours pay at the applicable overtime rate. (f) Employees employed for less than two (2) hours on prearranged overtime work who do not perform a regular day's work before or after said prearranged overtime shall be allowed a minimum of two (2) hours pay at the applicable overtime rates. In addition the two (2) hour minimum pay shall apply in those cases where prearranged overtime is scheduled and is canceled prior to reporting time. (g) When an employee is called out after regular hours of work he/she shall receive not less than two (2) hours time at the applicable overtime rate. If an employee is called back more than once between two (2) consecutive scheduled work days his/her pay for such intermittent work shall not be less than two (2) hours at the applicable overtime rate or more than he/she would have received during any established eight (8) hour work period had he/she worked continuously for such period. For administration purposes employees whose work schedule provides 15 hours between two (2) consecutive scheduled work days the first seven (7) hours will be considered the first eight (8) hour period. (h) When actual time worked in a 24 hour period exceeds 14 hours, the employee shall be entitled to an 8 hour continuous rest period when released. If the rest period extends into his/her regularly scheduled work day he/she shall lose no time thereby. During this 8 hour rest period, upon mutual agreement by the Company and employee, an employee may respond for emergency or routine work and will remain on double time until a continuous 8 hour rest period has been granted. The employee will return to work during a normal work day when the 8 hour continuous rest period has expired. Continuous work in excess of 13 (i) When an employee is required to climb a radio tower to perform work he/she shall be paid double time during this period with a minimum of two hours. (j) It is agreed that in the case of shift workers the first day(s) off in the work week will be considered their Saturday and the last day off in the work week is to be considered their Sunday and if they are called to work on either of the said days off, they shall be paid the overtime rate specified for such days. (k) Overtime shall be divided as equally and impartially as possible among the employees of all unused FLSA compensatory leave in accordance with departments. All overtime shall be combined on one list for equalization purposes. The Company shall, at the aboveend of each bi-weekly pay period, post a report of equivalent straight time hours on departmental bulletin boards, listing the overtime to date worked by each employee. If an employee is offered an opportunity for overtime and refuses same, the hours shall be charged against the employee (for overtime equalization purposes) as though he/she had worked.

Overtime. (A) The normal workweek for each full-time employee All employees covered by this MOU, with the exception of the Senior Real Property Agent classification, shall be 40 hours. paid at the rate of time and one-half (B1½) Work beyond for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of eight (8) hours a day or over forty (40) hours in a work week which will be paid at time and one- half (1½) of the normal workweek or approved extended period employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent with other provisions of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive hours worked over eight (8) hours in a day and which extend into a new day. This provision shall include hours worked before or at the end of a normal work schedule. However, overtime paid in this setting shall not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new day. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should employees of this Unit be scheduled by management to work more than seven (7) consecutive work days, commencing on the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour of overtime workedworked until such time as two (2) consecutive days off are received. An employee will This payment shall only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by apply when the employee has been scheduled by management and ordered to work more than seven (7) consecutive work days and does not apply when the supervisor. If mutual agreement work is not reached, the supervisor may, with as a minimum result of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysvolunteering. HoweverTo clarify which employees are volunteers, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 each current employee shall be paid provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for at the employee’s straight time regular hourly rate eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves writing prior to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovetheir scheduled shift.

Overtime. (A) The normal workweek for each All regular full-time employee employees covered by this agreement shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment compensated for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovefollowing provisions: A. Work beyond the assigned work period described in Section I below must be expressly approved by the department head or his/her designee in advance. Unless specifically authorized in advance, employees may not begin work more than fifteen minutes prior to the regular starting time, take work home, or otherwise engage in overtime work. B. Except as indicated in Section C below, all eligible employees shall be entitled to overtime compensation at a rate of one-and-one-half (1-1/2) times each hour worked in excess of eight (8) hours in a day or more than forty (40) hours in a seven (7) day work period. C. Employees eligible for overtime compensation who work on a regular schedule in excess of eight (8) hours per day shall be entitled to overtime compensation at a rate of one-and-one-half (1-1/2) times each hour worked in excess of the regularly scheduled hours for that day or more than forty (40) hours in a seven (7) day work period. D. When practical, the Department will offer Callback Overtime and shift holdover work (when an individual worker is needed vs. a crew) to regular employees qualified to perform the work prior to using extra help employees to perform the work. E. Overtime will be computed on actual minutes worked, adjusted to the nearest increment of six (6) minutes. Only those hours actually worked, vacation, compensatory time off, holiday credit hours taken, jury duty hours served and paid travel time may be used to qualify for overtime compensation. All time lost as a result of a job related injury or illness will be considered as hours worked for purposes of overtime compensation. F. Eligible employees shall be entitled to compensatory time off or cash payment as overtime compensation. The department head or his/her designee shall determine the form of overtime compensation based on operational needs. Cash payments shall be made in the pay period in which the overtime is earned. Compensatory time off shall accrue and may be used upon approval of the department head or his/her designee. Compensatory time off may be accumulated up to sixty (60) hours (forty [40] hours at time-and-one-half). The department head may, upon the request of an employee and with the concurrence of the Personnel Director, extend the limit on accumulated compensatory time off in excess of sixty (60) hours. Hours accumulated in excess of the maximum accruals shall be paid in cash at the appropriate overtime rate. G. Accumulated compensatory time off shall be scheduled and used prior to the use of accrued vacation or holiday time unless the employee is within twelve (12) pay periods of incurring a loss of accrued leave. H. Upon separation from County employment or transfer to a management classification, employees shall be paid in cash for accumulated compensatory time off at the appropriate rate. I. Unless otherwise provided, the workweek on which overtime calculations will be based shall begin each Sunday at midnight (12:01 AM) and each workday shall be begin daily at midnight (12:01 AM).

Overtime. (A) The normal workweek All overtime for each full-time employee employees will be paid to the nearest quarter hour and shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized paid for all hours worked in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end excess of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime forty (40) hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits per week at the rate of one and one-half (1-1/2) of the employee's hourly rate. All hours paid, including holidays and paid leaves, shall be calculated as hours worked for each hour purposes of overtime workedovertime. An employee Employees working for special functions will only be permitted to accumulate a maximum paid time and one-half (1-1/2) when the work is done outside the normal work schedule of 80 hours the employee. Work performed at special functions which fall on holidays will be compensated at the rate of FLSA compensatory leave creditstime and one-half (1-1/2), which may be taken in any increments if agreed to by and the employee and the supervisorshall also be paid holiday pay. If mutual agreement is not reached, the supervisor may, with a minimum There shall be no pyramiding of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysovertime. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 Employees who are awarded extracurricular contracts shall be paid at the base rate established by the Board for all hours worked under the extracurricular contract (“extra- curricular base rate”). All hours worked at the employee’s straight regularly assigned job(s) will be paid at the negotiated hourly rate(s) for those jobs. The hours worked for the regular assignment(s) will be calculated for the work week before any hours under the extracurricular contract. To the extent the regular hours worked exceed forty (40) hours worked during the work week, the overtime rate shall continue to be calculated as is currently the case, without any consideration of the extracurricular assignment or the time regular hourly spent in performing the extracurricular assignment. The additional hours for the extracurricular assignment will either be paid at the extra-curricular base rate when total hours worked for the workweek are equal to or less than forty (40) hours or at time and one-half the extra-curricular base rate for the extracurricular contract for hours worked in excess of forty (40) work hours for the workweek. If the extracurricular contract is for a position included in the collective bargaining Agreement between the Board and the Mentor Teachers Association, should the total earnings for the extracurricular contract be lower than the rate in accordance with Rule 60L-34the supplemental Salary Schedule for such extracurricular position established in that Agreement, F.A.C., An employee who separates from the Career Service or moves Board shall make a one-time payment to another state agency shall be the bargaining unit member holding the extracurricular contract equal to the difference between the amount set forth in the extracurricular contract per the supplemental Salary Schedule and the amount the bargaining unit member is paid for all unused FLSA compensatory leave services under that contract at the extracurricular base rate plus any payments arising from weeks in accordance with which the abovemember works more than forty (40) hours.

Overtime. Section 1 All hours authorized and worked in excess of forty (A40) The normal workweek for each full-time employee shall be 40 hours. hours in a seven (B7) Work beyond the normal workweek or approved extended day work period shall be recognized in accordance compensated at one and one-half (1½) times the employee's regular rate of pay consistent with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment provisions of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied (FLSA). Additional hours worked under forty (40) hours in a week to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment make up for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime time adjustment or other non- worked hours will be credited as FLSA paid at straight overtime (not time and a half). There shall be no compensatory leave credits at the rate of one and one-half hours for each hour time in lieu of overtime workedpay. An employee Overtime will be paid in fifteen (15) minute increments. The following hours shall be computed as hours worked for the sole purpose of computing eligibility for the overtime rate: A. Hours off for workers' compensation; B. Sick leave bonus hours; C. Call back pay as defined in Section 2, shall only be permitted computed as time worked for determining overtime eligibility, the intent being to accumulate help toward making the work week whole, in either of two cases: 1. Where an employee has utilized authorized sick leave during the scheduled work week; or 2. Where an employee receives a maximum time adjustment of 80 up to 2.5 hours per week (for example, the adjustment between the normal work week of 37.5 hours to 40 hours), however, not more than 2.5 hours of FLSA compensatory leave creditscall back pay per week shall cause the time adjustment to be considered hours worked. D. Holiday pay, which may as defined in Article 15, shall be taken in any increments if agreed to by computed when the designated holiday is an employee's normally scheduled workday and the employee and is given the supervisor. If mutual agreement is not reached, day off in observance of the supervisor may, with a minimum of five workdays notice, require the employee to use holiday; E. Annual leave hours shall be computed only when such leave credits at any time in increments is prescheduled and approved according to the vacation schedule provisions of full workdays. However, all unused FLSA compensatory Article16; or when annual leave credits at the close of business on December 31 hours are requested and June 30 shall be paid for at approved prior to the employee’s straight time regular hourly rate 's knowledge that overtime has been scheduled during the week the annual leave is requested/approved. F. Bereavement Leave Hours; G. Jury Duty Leave hours paid; H. Emergency Working Condition Hours as described in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency Section 3 of this Article. All other hours paid but not worked shall not be paid for all unused FLSA compensatory leave in accordance with the abovecomputed as hours worked.

Overtime. (A) The normal workweek for each full-time employee All employees of this Unit shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized receive compensation in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits cash at the rate of one and one-half hours (1½) the employee’s hourly rate of pay for each hour of overtime worked, as defined herein. An employee will only Overtime is defined as authorized work performed in excess of the normal work schedule (e.g. over eight hours per day) or over forty (40) hours in a workweek/FLSA work period, (from 12:01 a.m., Monday through Midnight the following Sunday). Overtime shall also include all authorized consecutive hours (e.g., over eight hours per day) which extend into a new day. This provision shall include hours worked before or at the end of a work shift. However, overtime paid in this setting shall not be permitted included in any overtime computation for regularly assigned work hours on the new day. Employees covered by this MOU in departments designated in the Salary Resolution may accrue compensatory time off up to accumulate a maximum of 80 sixty (60) hours (24 of FLSA compensatory leave credits, which may be taken holiday accrual). Employees may request to be paid in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits cash at any time in increments of full workdaysfor accrued hours. However, all unused FLSA compensatory leave credits at Any hours accrued above the close of business on December 31 and June 30 sixty (60) hour combined maximum shall be paid for in cash by the department on the next available pay period. Compensatory time off and Holiday Accrual balances may be paid off annually in cash at a time selected by the department head at his/her discretion. Annually shall mean once within a twelve (12) month period. Overtime worked and accrued in a pay period may be taken off during that same pay period if mutually agreed upon. Employees shall not be allowed to accrue any additional hours until their combined hours fall below the maximum of sixty (60) hours. All compensatory time off will be taken off at a time mutually agreed upon by the department head or his/her representative and the employee’s straight time regular hourly rate in accordance with Rule 60L-34. Additionally, F.A.C.prior to any promotion or departmental transfer, An employee who separates from the Career Service employees must either cash out or moves to another state agency shall be paid for use all unused FLSA compensatory leave in accordance with the aboveaccrued CTO and Holiday Time Off balances.

Overtime. Overtime shall be accrued at the rate of time and one-half (A1 1/2) The normal the employee's regular rate of pay. Overtime work is defined as all authorized work in excess of the following, but in no event shall compensation be received twice for the same hours: A. All authorized work performed in excess of eight (8) hours, excluding lunch periods, in any workday. B. All authorized work performed in excess of forty (40) hours, excluding lunch periods, in any workweek. C. All authorized work performed in excess of ten (10) hours when the alternative flexible work schedule workweek for each fullis in effect, excluding lunch periods in any workday. D. All authorized hours of work performed in a non-emergency situation outside of employee's regular starting and quitting times when the required ten (10) day notice has not been given. Part-time employee employees who work hours outside their regularly scheduled work hours will not be eligible for overtime compensation until they work more than eight hours in a day or 40 hours in a week. Public Works will provide a meal to employees who work a 4/10 schedule when they work more than 12 hours in a day. On-call time shall not be considered authorized work for the purpose of computing overtime, except where otherwise stated in this contract. Compensation for authorized overtime work shall be 40 hours. (B) Work beyond cash or if by mutual agreement of the normal workweek or approved extended period employee and Employer, in compensatory time. All overtime shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared recorded by the Governor and funds are availableemployee on his/her next regularly scheduled workday. All overtime must be pre-approved, employees who are assigned to whenever possible, by the emergency area described in the Governor’s Executive Order department head or designated supervisor. Compensatory time off shall be subject to a 40-hour workweek while so assigned. The state scheduled by agreement between the department head and the Union will cooperate employee involved as soon as is mutually convenient following the day in which the authorized overtime work is performed. Employees may accrue up to secure funds for the payment 60 hours of overtime to unit employees compensatory time and carry this amount into each new fiscal year. Compensatory time in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits excess of 60 hours shall be granted, administered, and used as described below: An employee who is filling an included position may, paid at the end of the approved extended period if mutually agreed next regular pay period. Overtime work shall be computed daily to by the employee nearest quarter (1/4) hour and supervisor, waive payment shall not be carried forward from day to day. For the purpose of computing overtime hours for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is madeeligible employees, the overtime hours will be credited as FLSA vacation leave and, compensatory leave credits at the rate of one and one-half shall be regarded as hours for each hour of overtime worked. An employee will For employees working a flex schedule, this clause shall only apply when required to work on a normally scheduled day off. At no time shall sick leave be permitted to accumulate a maximum of 80 regarded as hours of FLSA compensatory leave creditsworked. The parties agree that as provided by ORS Chapter 279, which may be taken certain positions are excluded from overtime compensation. Such positions are noted in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveEnclosure 1 attached hereto.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (A1½) The normal workweek for each fullovertime hours worked. In determining whether overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of their regularly scheduled daily straight-time employee hours or over forty (40) straight-time hours in a work week, which will be paid at time and one-half (1½) of the employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtime). Hours worked in excess of an employee’s regularly scheduled daily straight-time hours paid as “County” overtime shall not be included for each hour purposes of determining the application of any weekly “FLSA” overtime workedor double time overtime, as an employee must work forty (40) hours of straight- time before being entitled to “FLSA” overtime. An At the end of the pay period, overtime will be calculated based on daily “County” overtime rate and the weekly overtime provisions of the FLSA. Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made, and the employee will only be permitted to accumulate a maximum receive the greater amount. Consistent with other provisions of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee this MOU and the supervisorSalary Resolution, overtime shall also include all authorized consecutive hours worked in excess of an employee’s regularly scheduled daily straight-time hours, in a day and which extend into a new day. If mutual agreement is not reached, This provision shall include hours worked before or at the supervisor may, with end of a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysnormal work schedule. However, all unused FLSA compensatory leave credits overtime paid in this setting shall not be included in any overtime/double-time overtime computation for regularly scheduled work hours on the new day. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should employees of this Unit be scheduled by management to work more than seven (7) consecutive work days of at least eight (8) hours per day, commencing on the close eighth (8th) day, the employee will be compensated at two (2) times their base hourly rate for overtime hours worked until such time as two (2) consecutive days off are received. This payment shall only apply when the employee has been scheduled by management and ordered to work more than seven (7) consecutive work days, and does not apply when the work is as a result of business on December 31 and June 30 the employee volunteering. To clarify which employees are volunteers, each current employee shall be paid provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for at the employee’s straight time regular hourly rate eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves writing prior to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovetheir scheduled shift.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (A1½) The normal workweek for each fullovertime hours worked. In determining whether overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of their regularly scheduled daily straight-time employee hours or over forty (40) straight-time hours in a work week, which will be paid at time and one-half (1½) of the employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtime). Hours worked in excess of an employee’s regularly scheduled daily straight-time hours paid as “County” overtime shall not be included for each hour purposes of determining the application of any weekly “FLSA” overtime workedor double time overtime, as an employee must work forty (40) hours of straight- time before being entitled to “FLSA” overtime. An At the end of the pay period, overtime will be calculated based on daily “County” overtime rate and the weekly overtime provisions of the FLSA. Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made, and the employee will only be permitted to accumulate a maximum receive the greater amount. Consistent with other provisions of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee this MOU and the supervisorSalary Resolution, overtime shall also include all authorized consecutive hours worked in excess of an employee’s regularly scheduled daily straight-time hours, and which extend into a new day. If mutual agreement is not reached, This provision shall include hours worked before or at the supervisor may, with end of a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysnormal work schedule. However, all unused FLSA compensatory leave credits overtime paid in this setting shall not be included in any overtime/double-time overtime computation for regularly scheduled work hours on the new day. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should employees of this Unit be scheduled by management to work more than seven (7) consecutive work days of at least eight (8) hours per day, commencing on the close eighth (8th) day, the employee will be compensated at two (2) times their base hourly rate for overtime hours worked until such time as two (2) consecutive days off are received. This payment shall only apply when the employee has been scheduled by management and ordered to work more than seven (7) consecutive work days, and does not apply when the work is as a result of business on December 31 and June 30 the employee volunteering. To clarify which employees are volunteers, each current employee shall be paid provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for at the employee’s straight time regular hourly rate eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves writing prior to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovetheir scheduled shift.

Overtime. (Aa) The normal workweek Board shall pay overtime worked at the rate of time and one-half (1 ½) for each full-time employee shall be 40 hoursall hours worked over forty (40) in any seven (7) day period. For the purpose of this paragraph, Sunday through Saturday constitutes a work week. (Bb) Work beyond Overtime will be granted only upon prior approval of the normal workweek or approved extended period employee's supervisor/designee and shall be recognized in accordance defined, for the purpose of this section, as all work associated with Rule 60L-34normal job responsibilities. (c) When computing hours worked, F.A.C.; providedholidays, howeversick leave days, that when an emergency professional leave, and other Board approved leave (except a leave of absence) shall count as a regular work day. A regular work day is declared defined as hours worked by the Governor employee on a daily basis under his/her regular employment contract. (d) Overtime will be granted on a seniority rotation basis within the classification as provided for in Article VIII, Section 8.03(e). Exceptions would be during those emergency situations which require specific skills and/or qualifications in order to complete the required task. (e) An employee overtime list shall be prepared by the supervisor/designee including the names of those interested in working overtime. The employee must designate his/her interest in working overtime at the beginning of each school year. (f) If an employee is eligible to work overtime, and funds he/she subsequently turns down an offer of overtime, he/she will not be eligible again until his/her name reappears in rotation. (g) Exceptions to the seniority rotation system of granting overtime include but are availablenot limited to the following: 1. The custodian assigned and trained to complete specific job responsibilities such as checking boilers, employees plowing snow, completing emergency repairs and/or maintenance, and finishing jobs at the end of a work shift that were started during that work shift. 2. All custodians who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, finish jobs at the end of the approved extended work shift that were started during that work shift. (h) Each out-of-rotation overtime period if mutually agreed to shall be logged by the employee and supervisor, waive payment for overtime and have /designee on the overtime hours credited list next to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate name of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveworked.

Overtime. (A) The A. With the exception of employees held over beyond their normal workweek for each full-time employee shift, which the Employer may determine in its sole discretion, overtime shall be 40 hours. (B) Work beyond offered to employees within the normal workweek or approved extended period job classification and within the building in which the overtime is to be worked on a rotating basis starting in order of seniority. Employees who decline overtime when offered shall be recognized considered having worked the hours offered for the purposes of rotating overtime. In the event all employees decline overtime, the next employee in accordance with Rule 60L-34rotation within the classification, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34building, F.A.C., that may be required to work the overtime. Employees shall receive an overtime rate for all work over forty (40) hours per week. For custodians, if the District does not receive a volunteer in order for the state building, the District will offer the overtime to be in compliance with all custodians District-wide, and will assign on a rotating basis if there are multiple volunteers. If the Fair Labor Standards Act District does not receive a volunteer, the District may assign a floater, and as it is applied a last resort may assign a substitute custodian or custodial supervisor. In the event the overtime has not been filled after the above steps, the District may assign a custodian to public employeeswork the overtime on a rotating basis. (D) B. If the agency has a plan approved employee requests, and the immediate supervisor agrees, said employee may take compensatory time off in advance by the DMS, FLSA lieu of overtime pay for any overtime worked. Such compensatory leave credits time shall be granted, administered, and used as described below: An employee who is filling an included position may, at granted on the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate basis of one and one-half hours off for each hour of overtime worked. An Time off to use earned compensatory time will be granted within sixty (60) days of the requests made by the employee. No employee will only shall be permitted to accumulate a maximum of 80 accrue more than forty (40) hours of FLSA unused compensatory leave credits, which may be taken in time and any increments if agreed employee who has accrued unused compensatory time to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 40-hour limit shall be paid in cash for additional overtime worked. If an employee is paid in cash for accrued compensatory time he/she shall be paid at the employee’s straight 's regular rate at the time regular hourly rate of payment. The Employer may cash out all accrued compensatory time in accordance with Rule 60L-34June of each year. C. No overtime can be worked or paid unless it has been authorized by the Director of Human Resources or his/her designee. Hours for which an employee is compensated, F.A.C.but during which he or she does not actually work because of sick leave, An shall not be computed as work hours for the purpose of calculating eligibility of an employee who separates from for overtime pay. D. For purposes of this Section, holidays, as set forth in Article 17, and vacations, as set forth in Article 18, shall count as hours worked during the Career Service applicable work period in computing overtime pay. E. When compensatory time, or moves to another state agency any other form of paid leave is used (other than holidays or vacation), it shall be paid not count as hours worked during the applicable work period for all unused FLSA compensatory leave in accordance with the abovepurposes of calculating overtime.

Overtime. (A) The normal workweek for each full-time employee All employees covered by this MOU shall be 40 hours. paid at the rate of time and one-half (B1½) Work beyond for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of eight (8) hours a day or over forty (40) hours in a work week which will be paid at time and one-half (1½) of the normal workweek or approved extended period employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent with other provisions of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive hours worked over eight (8) hours in a day and which extend into a new day. This provision shall include hours worked before or at the end of a normal work schedule. However, overtime paid in this setting shall not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new day. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should employees of this Unit be scheduled by management to work more than seven (7) consecutive work days, commencing on the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour of overtime workedworked until such time as two (2) consecutive days off are received. An employee will This payment shall only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by apply when the employee has been scheduled by management and ordered to work more than seven (7) consecutive work days, and does not apply when the supervisor. If mutual agreement work is not reached, the supervisor may, with as a minimum result of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysvolunteering. HoweverTo clarify which employees are volunteers, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 each current employee shall be paid provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for at the employee’s straight time regular hourly rate eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves writing prior to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovetheir scheduled shift.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (A1½) The normal workweek for each fullovertime hours worked. In determining whether overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of their regularly scheduled daily straight-time employee hours, or over forty (40) straight-time hours in a work week, which will be paid at time and one-half (1½) of the employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtime). Hours worked in excess of an employee’s regularly scheduled daily straight-time hours paid as “County” overtime shall not be included for each hour purposes of determining the application of any weekly “FLSA” overtime workedor double time overtime, as an employee must work forty (40) hours of straight- time before being entitled to “FLSA” overtime. An At the end of the pay period, overtime will be calculated based on daily “County” overtime rate and the weekly overtime provisions of the FLSA. Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made, and the employee will only be permitted to accumulate a maximum receive the greater amount. Consistent with other provisions of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee this MOU and the supervisorSalary Resolution, overtime shall also include all authorized consecutive hours worked in excess of an employee’s regularly scheduled daily straight-time hours, and which extend into a new day. If mutual agreement is not reached, This provision shall include hours worked before or at the supervisor may, with end of a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysnormal work schedule. However, all unused FLSA compensatory leave credits at overtime paid in this setting shall not be included in any overtime/double-time overtime computation for regularly scheduled work hours on the close of business on December 31 and June 30 shall new day. Overtime may be paid for at in cash or accrued as Compensatory Time Off (CTO) as outlined in the employee’s straight time regular hourly rate following Compensatory Time Off article contained in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovethis MOU.

Overtime. (A1) The normal workweek for each full-time employee shall be 40 hours. Employees working in excess of forty (B40) Work beyond the normal workweek or approved extended period shall be recognized hours in accordance with Rule 60L-34one week, F.A.C.; provided, however, that when an emergency is declared as defined by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMSAct, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position mayshall, at the end employee’s option, either be paid at time and one-half the regular rate of pay or receive compensatory time on the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate basis of one and one-half hours off for each hour of overtime worked. An Only straight-time hours actually worked, injury leave, funeral leave and holidays go toward the forty (40) hour break-over point for overtime; except when an employee uses vacation leave or compensatory time in a work week prior to actually working or being notified that they will only be asked to work hours outside their regular schedule, in which case that vacation time or compensatory time will be counted toward the break-over point for overtime. Employees who are held over beyond their regular shift shall be paid at one and one half times their regular rate for those hours held over, provided they have actually worked a full eight hour shift. Time off to use earned compensatory time will normally be granted within thirty (30) days of the request made by the Employee or with written permission granted by the Employee’s supervisor. When compensatory time is used, it shall not count as hours worked during the applicable work period for purposes of determining overtime. No Employee shall be permitted to accumulate a maximum of 80 accrue more than two hundred (200) hours of FLSA unused compensatory leave credits, which may time and any Employee who has accrued unused compensatory time to the two hundred (200) hour limit shall be taken paid in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdayscash for additional overtime worked. However, all unused FLSA employees who accrued balances greater than two hundred (200) hours prior to July 1, 2008 shall be permitted to maintain such balances until such balance is reduced pursuant to the pay in lieu of accrual provisions of this paragraph. If an Employee is paid in cash for accrued compensatory leave credits at the close of business on December 31 and June 30 time, he/she shall be paid at the Employee’s regular rate at the time of payment. Upon termination of employment, unused compensatory time shall be paid at the Employee’s average regular rate for at the last three (3) years of employment or the Employee’s final regular rate, whichever is higher. In the case of a personal emergency, an employee who has accrued compensatory time may, upon written request from the employee, be paid up to forty (40) hours or their accrued balance of compensatory time, whichever is less. A personal emergency includes a family illness or a financial emergency. On November 1 of each year all bargaining unit employees shall be entitled to up to forty (40) hours compensatory time with a written two-week notice to the employee’s straight Superintendent. (2) It is the intention of the parties, for reasons of efficiency and economy, that the Employer be permitted to utilize work scheduling and compensatory time to minimize its overtime liability. (3) For the purpose of overtime: When an employee with regularly pre- scheduled weekend duties has notified his supervisor of vacation leave or compensatory leave and has been approved, it shall count toward the break-over point for overtime to be paid at one and one-half times his regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency of pay. This shall be paid for all unused FLSA compensatory leave in accordance with the aboveeffective as long as prescheduled weekend duties have been assigned and performed.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (A1½) The normal workweek for each fullovertime hours worked. In determining whether overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of their regularly scheduled daily straight-time employee hours, or over forty (40) straight-time hours in a work week, which will be paid at time and one-half (1½) of the employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtime). Hours worked in excess of an employee’s regularly scheduled daily straight-time hours paid as “County” overtime shall not be included for each hour purposes of determining the application of any weekly “FLSA” overtime workedor double time overtime, as an employee must work forty (40) hours of straight- time before being entitled to “FLSA” overtime. An At the end of the pay period, overtime will be calculated based on daily “County” overtime rate and the weekly overtime provisions of the FLSA. Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made, and the employee will only be permitted to accumulate a maximum receive the greater amount. Consistent with other provisions of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee this MOU and the supervisorSalary Resolution, overtime shall also include all authorized consecutive hours worked in excess of an employee’s regularly scheduled daily straight-time hours, and which extend into a new day. If mutual agreement is not reached, This provision shall include hours worked before or at the supervisor may, with end of a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysnormal work schedule. However, all unused FLSA compensatory leave credits overtime paid in this setting shall not be included in any overtime/double-time overtime computation for regularly scheduled work hours on the new day. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should employees of this Unit be scheduled by management to work more than seven (7) consecutive work days of at least eight (8) hours per day, commencing on the close eighth (8th) day, the employee will be compensated at two (2) times their base hourly rate for overtime hours worked until such time as two (2) consecutive days off are received. This payment shall only apply when the employee has been scheduled by management and ordered to work more than seven (7) consecutive work days, and does not apply when the work is as a result of business on December 31 and June 30 the employee volunteering. To clarify which employees are volunteers, each current employee shall be paid provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for at the employee’s straight time regular hourly rate eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves writing prior to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovetheir scheduled shift.

Overtime. The Employer will endeavor to keep overtime to a minimum. Employees required to work in excess of the hours of work as outlined in Article 8.02 or who are requested to work on their scheduled off-duty day(s) are subject to the following provisions: (Aa) The normal workweek for each full-time employee No overtime shall be 40 hoursworked by an employee without the prior approval of the Employer. (Bb) Work beyond the normal workweek All other employees required or approved extended period requested to work overtime shall be recognized granted compensating time off at the applicable overtime rate in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment lieu of overtime to unit employees in the situation described hereinpay. (Cc) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees.following shall apply: (D1) If the agency has a plan approved in advance by the DMSIn lieu of any and all claims to overtime, FLSA compensatory leave credits shall be granted, administered, and used as described below: An an employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave may bank compensating time off credits at the rate of five (5) work days per semester, which shall entitle the employee to five (5) compensating days off within every semester, to be taken as half days whole days or accumulated days off as may mutually be agreed between employees and Employer. (2) The Employer may request each employee to schedule days off accrued under that provision no more than twelve (12) months in advance. (3) Days off earned under subparagraph one and (1) shall be taken at a mutually agreeable time. (4) Time off under subparagraph one (1) shall accrue for periods during which employees are at work, on vacation or on sick leave, except that employees who are absent from work on sick leave or other leaves of absence for more than one-half hours (1/2) of a calendar quarter shall receive time off in proportion for each hour of overtime time actually worked. An Time spent by employees on paid vacation shall not be considered an absence from work for purposes of this subparagraph. (5) Employees who are required or requested to perform overtime work on weekends associated with job actions, contract negotiations, educationals, employer-sponsored political activity and/or required to represent the Union in arbitration hearings or troubleshooter hearings shall be granted compensating time-off, in addition to that specified in paragraph one (1). This additional compensating time off shall be granted on a double-time basis. (6) If an employee will only be permitted to accumulate a maximum of 80 works less than the hours of FLSA compensatory leave creditswork outlined in Article 8.02, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates deducted from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveovertime earned.

Overtime. Section 1 All hours authorized and worked in excess of forty (A40) The normal workweek for each full-time employee shall be 40 hours. hours in a seven (B7) Work beyond the normal workweek or approved extended day work period shall be recognized in accordance compensated at one and one-half (1½) times the employee's regular rate of pay consistent with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment provisions of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied (FLSA). Additional hours worked under forty (40) hours in a week to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment make up for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime time adjustment or other non-worked hours will be credited as FLSA paid at straight overtime (not time and a half). There shall be no compensatory leave credits at the rate of one and one-half hours for each hour time in lieu of overtime workedpay. An employee Overtime will be paid in fifteen (15) minute increments. The following hours shall be computed as hours worked for the sole purpose of computing eligibility for the overtime rate: A. Hours off for workers' compensation; B. Sick leave bonus hours; C. Call back pay as defined in Section 2, shall only be permitted computed as time worked for determining overtime eligibility, the intent being to accumulate help toward making the work week whole, in either of two cases: 1. Where an employee has utilized authorized sick leave during the scheduled work week; or 2. Where an employee receives a maximum time adjustment of 80 up to 2.5 hours per week (for example, the adjustment between the normal work week of 37.5 hours to 40 hours), however, not more than 2.5 hours of FLSA compensatory leave creditscall back pay per week shall cause the time adjustment to be considered hours worked. D. Holiday pay, which may as defined in Article 15, shall be taken in any increments if agreed to by computed when the designated holiday is an employee's normally scheduled workday and the employee and is given the supervisor. If mutual agreement is not reached, day off in observance of the supervisor may, with a minimum of five workdays notice, require the employee to use holiday; E. Annual leave hours shall be computed only when such leave credits at any time in increments is prescheduled and approved according to the vacation schedule provisions of full workdays. However, all unused FLSA compensatory Article16; or when annual leave credits at the close of business on December 31 hours are requested and June 30 shall be paid for at approved prior to the employee’s straight time regular hourly rate 's knowledge that overtime has been scheduled during the week the annual leave is requested/approved. F. Bereavement Leave Hours; G. Jury Duty Leave hours paid; H. Emergency Working Condition Hours as described in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency Section 3 of this Article. All other hours paid but not worked shall not be paid for all unused FLSA compensatory leave in accordance with the abovecomputed as hours worked.

Overtime. (A) The normal workweek for each full-time employee All compensatory/overtime worked must be authorized by the Chief Managing Officer or Supervisor. Compensatory/overtime shall be 40 hours. (B) Work given to an employee for such services actually performed with proper authorization. In the event an employee has approval to work beyond the normal workweek or approved extended period shall 7 hour work day and is also scheduled to be recognized in accordance with Rule 60L-34off, F.A.C.; providedthe hours will be flexed into the scheduled time off. If the employee earns compensatory/overtime that exceeds the time off, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to amount equal will be deducted from the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state time off and the Union employee will cooperate to secure funds earn compensatory/overtime for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., period that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An exceeds. Here are some examples; an employee who is filling an included position mayscheduled to be off on a given Friday, at i.e. 7 hours, who acquires approval to work beyond the end 7 hour day the preceding Thursday, will not earn compensatory/overtime. The hours worked beyond the 7 hour day, will be deducted from the requested time off, i.e. the employee works 1 hour beyond the 7 hour work day, the approved vacation, sick, personal day, etc. hours will be reduced by one hour. Or, and employee who is scheduled to leave 1 hour early on a given Friday, but has earned 2 hours of approved compensatory/overtime in that week, one of the approved extended period if mutually agreed hours earned would be deducted/flexed to by cover the hour leaving early and the employee and supervisor, waive payment would earn 1 hour of compensatory/overtime that remains. Employees shall receive overtime compensation for all authorized overtime and have the overtime hours credited to “FLSA compensatory leavehours. If such approved election is made, the overtime hours will Overtime shall be credited as FLSA compensatory leave credits calculated at the a rate of one and one-half 1 ½ hours for each hour worked in excess of overtime workedforty (40) hours in a work week and shall be paid or taken as compensatory time as determined by the Employer. An employee Hours worked between thirty-five (35) and forty (40) will only be permitted to accumulate a maximum of 80 hours of FLSA compensated at straight time rate. Any compensatory leave credits, which may time earned shall be taken in any increments if agreed at a time convenient to by the employee and consistent with the supervisoroperating needs of the Employer. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee Employees requesting to use such leave credits comp. time must provide the CMO or his designee with prior notice at any least equal to the amount of comp. time in increments of full workdaysbeing requested. In no case shall the notice be less than one half (1/2) day. However, the requirement for such notice may be waived by mutual agreement, or in case of an emergency. Except in case of emergency, a leave slip must be completed the day the employee returns to work. Compensatory time may be accrued up to Forty-two (42) hours. Any compensatory time earned in excess of the Forty-two (42) hours may be assigned by the employer with reasonable advanced notice. Upon termination of employment for any reason all unused FLSA hours of accrued compensatory leave credits at the close of business on December 31 and June 30 time shall be paid for to the employee at the employee’s straight time regular his current hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveof pay.

Overtime. (A1) The normal workweek Overtime for a 12-Hour Shift Worker may only be worked at the request of the Company or otherwise with the Company’s permission. (2) For the purpose of calculating overtime, each fullshift will stand alone. Further, overtime will be calculated to the nearest ¼ hour. (3) A 12-time employee Hour Shift Worker who is required to commence work before the start of their rostered shift shall be 40 paid at the rate of $26.34 per hour for the first 2 hours so worked. A rate of $35.12 per hour will apply for all hours worked thereafter up until the start of the employee’s rostered shift. (4) A 12-Hour Shift Worker who is required to remain at work after the end of their rostered shift shall be paid at the rate of $35.12 per hour for all work performed after the end of their rostered shift. (5) A 12-Hour Shift Worker who is required to perform work on a day that the employee has not been rostered to work shall be paid at the rate of $26.34 per hour for the first 2 hours worked. A rate of $35.12 per hour will apply for all hours worked in excess of the first 2 hours. (B6) Work beyond Notwithstanding any other provision of this Agreement, no overtime rate applies to work performed by a 12-Hour Shift Worker during the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governoremployee’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described hereinrostered shift. (C7) The Union agrees When overtime is necessary, it shall, wherever reasonably practicable having regard to support those changes in Rule 60L-34the needs of the business, F.A.C., be so arranged such that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency a 12-Hour Shift Worker has a plan approved in advance by the DMS, FLSA compensatory leave credits at least 8 consecutive hours off duty between successive shifts. A 12-Hour Shift Worker who has not had at least 8 consecutive hours off duty between shifts shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits paid at the rate of one $35.12 per hour for their next shift and oneeach successive shift until the employee has had 8 consecutive hours of duty. In the alternative, the Company may, at its discretion, elect for the 12 Hour Shift Worker to be released from the next rostered shift for as many hours as is necessary to ensure that the 12 Hour Shift Worker has had an 8- hour break before commencing their next shift. Such release time shall be without loss of pay. (8) By mutual agreement between a 12-half Hour Shift Worker and the Company, a 12-Hour Shift Worker may be given time off in lieu of payment for overtime. Such time off is to be given at a time or times agreed between the 12-Hour Shift Worker and the Company or otherwise as directed by the Company on the giving of 7 days’ notice. Overtime taken as time off during ordinary time hours will be taken at the ordinary time rate, that is, an hour off for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the above.

Overtime. (A) The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described 11.1 Employees in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of unit may earn overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with as provided by the Fair Labor Standards Act as it is applied to public employees. (DFLSA) If or per this MOU. The City has adopted the agency has a plan approved in advance by the DMS, 14 day FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end work period (per Section 7(k) of the approved extended FLSA) for employees scheduled to work the 4/10 work schedule and the 28 day FLSA work period if mutually agreed for employees scheduled to by work the 3/12.5 work schedule. FLSA overtime is defined as overtime earned for actually working in excess of 86 hours in the 14 day FLSA work period (for employees scheduled to work the 4/10 work schedule) or for working in excess of 171 hours in the 28 day FLSA work period (for employees scheduled to work the 3/12.5 work schedule). Both of these work periods were established per Section 207(k) of the FLSA. MOU overtime is overtime earned per this MOU in excess of the requirements of the FLSA. Employees earn MOU overtime when working outside of their regular hours except that employees will not be eligible for MOU overtime during the same 24-hour day in which they have taken or utilized paid leave time (i.e., vacation, sick, holiday, compensatory time) unless the employee and supervisor, waive payment for overtime and have receives prior approval from the overtime hours credited to “FLSA compensatory leaveDepartment director or designee. If such approved election is madean employee has utilized less than a full shift of paid leave time, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 compensated for overtime pay (1.5) when they exceed their regularly scheduled hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisorduring that work day or shift. If mutual agreement MOU overtime is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly base rate of pay. 11.2 Employees will be compensated only for overtime authorized in accordance with Rule 60L-34advance by an appropriate supervisor. Generally, F.A.C., overtime shall be discouraged unless absolutely necessary. An employee who separates may, with the Chief of Police's (or designee’s) approval, accumulate compensatory time to be taken during subsequent pay periods, with departmental approval, up to a maximum accumulation of eighty (80) hours for each employee. Compensatory time off will be granted upon a reasonable request of the employee, and pursuant to the provisions of Police Manual Section 175 et. al. If reasonable notice is provided it will be granted unless to do so is unduly disruptive as defined by the law. No more than 40 hours of compensatory time may be taken at any one time. An employee may cash out up to 40 hours of compensatory time on any given pay period except during the month of December. On the first pay day of December each year, employees will be cashed out of all accrued compensatory time which they have on the books. 11.3 Employees will not be eligible for overtime compensation during the same 24-hour day in which they have taken or utilized paid leave time (i.e. vacation, sick, holiday, compensatory time) unless the employee receives prior approval from the Career Service Department director or moves designee. If an employee has utilized less than a full shift of paid leave time, the employee will only be compensated for overtime pay (1.5) when he/she exceeds his/her regularly scheduled hours during that work day or shift. 11.4 The Chief of Police has discretion over the establishment of an overtime policy and procedure that will be implemented if compensatory time off requests reduce staffing below minimum staffing levels. The Chief agrees to another state agency meet and consult with CMPA before implementing this overtime policy and procedure. 11.5 A written request for Compensatory Time Off (CTO) shall be paid made and approved no later than 24 hours prior to the requested time off. The Watch Commander/Team Sergeant of the individual requesting C.T.O. shall approve or deny the request. This policy is subject to suspension in emergency situations or at the discretion of the Chief of Police or his/her designee. Employees assigned to rotating shifts may not submit a CTO request more than 30 calendar days in advance of the shift rotation in which the CTO day off would fall. 11.6 The practice of shift trading shall be voluntary on behalf of each employee involved in the trade. The trade must be due to the employee’s desire or need to attend to a personal matter and not due to the department’s operations. The employee providing the trade shall not have his/her compensable hours increased as a result of the trade; nor shall the employee receiving the trade have his/her compensable hours decreased as a result of the trade. Any hours worked beyond the normal workday will be credited to the individual actually doing the work. “Paybacks” of shift trades are the obligation of the two employees involved in the trade. Paybacks are to be completed within the shift deployment of the initial shift trade. Any dispute as to paybacks is to be resolved by the involved employees, and under no circumstances will the department be obligated for any further compensation whatsoever to any of the involved employees. The department is not responsible in any manner for hours owed to employees by other employees that leave the employment of the City or are assigned other duties. Shift trades are not subject to the grievance procedure. If one individual fails to appear for the other (regardless of the reason), the person who was “traded in” will be listed as absent without leave and may be subject to disciplinary action. A record of all unused FLSA compensatory leave initial shift trades and “paybacks” shall be maintained by the involved employees on forms provided by the department (“Shift Trade Log”). 11.7 Fills for overtime shifts shall first be available to full-time members of the Division having the overtime and within the same classification, Police Officer for Police Officer (includes: Police Officer, and Senior Police Officer) and Sergeant for Sergeant. Superior ranking officers may fill a lower ranking position if it has not been filled a minimum of 48 hours prior to the start of the scheduled shift, or if it is the only available means of filling the vacancy. Superior ranking employees may only voluntarily fill an overtime shift vacancy in accordance their immediate subordinate rank (e.g. Sergeant may fill for an Officer vacancy). 11.8 Members of the Department may sign up for overtime outside their Division; however, they may be bumped out of the overtime assignment up to forty eight (48) hours before the shift begins by a full time member of the Division with the aboveneed for the overtime. 11.9 A bumping employee shall attempt to notify the bumped employee by telephone, and he or she shall also provide a written memo to the bumped employee’s Department mail box or office. The bumping employee shall also notify and provide a copy of the written memo to the acting Watch Commander or Bureau Commander. The acting Watch Commander or Bureau Commander shall make a notation of the bump in the respective schedule books and retain a copy of the written memo. 11.10 Employees who sign up for overtime outside their Division shall contact the acting Watch Commander or Bureau Commander within twenty-four (24) hours prior to the commencement of the overtime shift which they have signed up for to determine if they have been bumped. 11.11 All overtime which exceeds forty (40) hours shall be posted on the overtime board appropriate for the Division/Bureau. The overtime will be available to be filled based on the above defined process. 11.12 Once an employee has signed up to work an overtime shift, it is that employee’s responsibility to ensure the shift is filled. Employees may only remove their name from a shift they have volunteered to work if they have found a replacement or they receive prior approval from a ranking supervisor.

Overtime. ‌ (A) The normal workweek for each fullWhen the COUNTY requires non-time employee shall be 40 hours.exempt employees to work overtime, the following will apply: (B1) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of Authorized overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours work will be credited as FLSA compensatory leave credits compensated by payment at the rate of one and on-half (1 – 1/2) times the regular hourly rate. If the employee and the Department agree, an equivalent credit of compensatory time off may be given in lieu of the paid overtime. (2) Except as modified by Section 4 above, all work performed in excess of eight (8) hours in any one workday, or forty (40) hours in any work week, will be considered overtime work. (3) The COUNTY will be the sole judge as to the necessity, requirement and qualifications of personnel to work overtime. All overtime requires approval of the supervisor. (4) It is understood that for the purposes of overtime calculations, employees working shifts which overlap workdays will be assumed to have completed their shift on the day in which it commenced. (5) Overtime will be compensated only once for the same hours worked. (6) Overtime will be calculated to the nearest one-half tenth (1/10) hour worked. (7) Any non-exempt employee, having worked on each of seven (7) consecutive days, will be paid at the rate of two (2) times the regular straight time for all work performed on such seventh (7th) day. (8) The classifications exempted from the provisions of this section are listed in Schedule B attached hereto. (B) When the needs of the COUNTY require Professional (exempt) employees to work overtime, the following will apply: (1) Overtime work will be compensated at the rate of one (1) hour of compensatory time off for one (1) hour of overtime worked. (2) All hours worked in excess of forty (40) hours in any work week will be considered overtime work. (3) The COUNTY recognizes the professionalism and good judgment of its exempt staff and expects these employees to exercise prudent judgment in the scheduling of their time to minimize any overtime work. All overtime requires supervisory approval. (4) Overtime will be compensated only once for the same hours worked. (5) Overtime will be calculated to the nearest one-tenth (1/10) hour worked. (6) Compensatory time earned for overtime work may either be coded to be paid on the paycheck for the period in which it is earned or to be accumulated for use or payoff at a later date. (A) Compensatory time off will generally be approved at the mutual convenience of the employee and the COUNTY with the intent to avoid extensive accumulations of compensatory time. (B) If, in the opinion of the Department Director, an employee is not exercising good judgment and is building excessive compensatory time accumulations, the employee may be scheduled to take the accumulated time off and be required to use any additional compensatory time earned within the pay period in which it is earned. (C) In order to maintain reasonable compensatory time off balances, on March 31 of each year, the Department Director will review all balances and may elect to pay off excessive balances rather than scheduling the employee to take time off pursuant to paragraph (D) above. At other times, an employee may request payment for earned compensatory time off. All such payment will be one (1) hour pay for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave creditstime converted, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s 's normal straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from rate. (D) Any unused accumulated compensatory time off will be paid out at the Career Service time of termination or moves transfer to another state agency shall be paid for all unused FLSA compensatory leave in accordance division. (E) At the request of the UNION, three (3) UNION representatives will meet with the abovean equal number of COUNTY representatives to make a good faith effort to resolve overtime issues regarding six (6) and seven (7) day per week operational schedules.

Overtime. (A) The normal workweek Every employee who is required to work overtime shall receive compensating time off in lieu thereof, or, at the discretion of the City Librarian, be paid for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described such overtime in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein.following manner: (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: 9.4.1 An employee who is filling an included position may, at the end required to work overtime in excess of the approved extended period if mutually agreed to by employee's normal working hours (as set out in Clause 8.1 hereof) shall be paid at one and one-half (1½) times the hourly rate of the employee and supervisor, waive payment for computed on the basis of the normal working hours. All overtime and have worked by an employee in excess of four (4) hours in any normal work week shall be paid at double the overtime hours credited to “FLSA compensatory leave. If such approved election is made, hourly rate of the overtime hours will employee computed as aforesaid. 9.4.2 An employee who works on the first scheduled rest day immediately following the employee's normal work week shall be credited as FLSA compensatory leave credits paid at the rate of one and one-half (1½) times the employee's hourly rate of pay for the first four (4) hours of work performed and double the hourly rate of pay for each hour the remainder of the time worked on that day, unless the employee has worked the normal work week at the regular rate of pay plus overtime workedin that week, in which event the employee shall be paid in accordance with Clause 9.4. 1. Notwithstanding the foregoing provisions of this Clause 9.4.2., an employee shall be paid double the hourly rate of pay for all time worked on the first scheduled rest day after twelve o'clock noon of that day. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by who works on the employee and second scheduled rest day following the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 normal work week shall be paid for at double the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., of pay for all work performed on that day. 9.4.3 An employee who separates from is to receive compensating time off in lieu of being paid overtime shall be given compensating time off equivalent to the Career Service or moves number of hours for which the employee would have been paid for the overtime so worked (such overtime shall be calculated in the manner set forth in Clause 9.4.1). Provided, however, that on the pay day following the pay period in which September 1st falls in each year of this Agreement, every employee who has accumulated overtime up to another state agency and including May 31st of the same year (for which the employee has not been compensated) shall be paid in cash for all unused FLSA compensatory leave in accordance with such overtime at the aboverate at which it was earned. An employee shall not take any compensating time off without first receiving the agreement of the supervisor.

Overtime. (A) The normal workweek for each fullIf an Officer works in excess of his normaldaily working hours either during fit-time employee out, the navigation season, or lay-up, he shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours paid for each hour of overtime workedat the appropriate overtime rate. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business Officer who works on December 31 and June 30 Saturday shall be paid for each hour worked at time and one-half rate (1 for the first eight (8) hours and at the employee’s straight double time regular hourly rate for each hour worked in accordance with Rule 60L-34, F.A.C., excess of eight (8) hours. An employee Officer who separates from the Career Service or moves to another state agency works on a Sunday shall be paid for all unused FLSA compensatory leave hours worked at the double time rate of pay. If an Officer works on a Saturday or a Sunday, during the periodof fit-out or ▇▇▇-up, he shall be paid for each hour worked during those days at the appropriate hourly rate as defined in accordance this Article clause The appropriate overtime rate shall be paid for overtime worked and time off shall not be granted in lieu of overtime pay. When an Officer is performingovertime work which ceases beforethe expiration of one hour, he shall be credited with one (1) full hour of overtime work. After an Officer has completed one (1 ) hour of overtime work, he shall be credited with one full half-hour of overtime work for each half-hour or fractional half-hour of additional overtime work he performs. Inthe event an Officer is relievedwhile performingovertime work, and is recalled to duty, except when reporting for his regular watch, within two (2) hours after being relieved, he shall be paid at the aboveappropriate overtime rate for the time elapsed between his relief and his recall. Where an Officer is requestedto relieve for meals in port, he shall receive one hours overtime. In cases of emergency for the safety of the vessel, itscrew and cargo or the safety of other vessels and crew, the Master may request any or all Officers to perform such emergency duties as he sees fit and under these circumstances, no overtime shall be paid for such emergency duties. The pay of overtime may be subject to the Grievance Procedure.

Overtime. (Aa) The normal workweek Employer shall determine when overtime is necessary and for each full-what period of time employee it is required. All time, where approved by the employer, worked in excess of and in conjunction with forty (40) hours per week shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds paid for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours times (1½ X) the basic rate. (b) Authorization for each hour overtime after the fact by the Employer shall not be unreasonably denied where overtime arises as a result of unforeseeable circumstances in which it is impossible to obtain prior authorization. 8.02 Employees required to work by the Employer on their scheduled days off shall be paid at overtime rates. This shall not preclude shift trading, where the shift trade is mutually agreed upon by affected parties subject to Employer approval. 8.03 Employees shall not be required to layoff during their regular shift to equalize any overtime worked previously. 8.04 Overtime during unscheduled sleep function shifts shall be paid at the overtime rate based on the “sleep shift hourly wage scale,” and be paid out by the following pay period. (a) An Employee may request time off in lieu of overtime worked to be taken at a mutually agreeable time within twelve (12) months of the pay period in which the overtime was worked. (b) Time off in lieu of overtime shall be the equivalent of the actual time worked adjusted by the applicable overtime rate. (c) Failing mutual agreement under (a) above, the Employer shall effect payment of time off in lieu banks, to be paid out in the first full pay period of March 1st every year. (d) An Employee may request overtime be converted to vacation leave credits. An employee will only (e) Time off in lieu banks shall not be permitted to accumulate a maximum of 80 exceed forty (40) hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaystime. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall Overtime will be paid for at out once the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovebank reaches forty (40) hours.

Overtime. (A) Section 1 The normal workweek shall be constnued as being 41 Yo hours per pay period for all sworn personnel and non-sworn supervisory personnel. The workweek for each full-time employee all other members of the unit shall be 40 hourshours or less per pay period as may be prescribed by the Chief of Police. Overtime shall be designated as authorized work performed in excess of 41 Yo hours per week for FLSA-Non-exempt sworn personnel and non-sworn supervisory personnel, and 40 hours per week for all other FLSA-Non-exempt personnel. (B) Work beyond the normal workweek or approved extended period Section 2 All overtime shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, compensated at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one time and one-half the employee's regular hourly rate as determined by the pay scale established in the Appendix to this Agreement, excepting as otherwise provided herein. Section 3 FLSA-Non-exempt employees called back to work after completing their regular tours of duty shall be compensated for a minimum of three (3) hours at their overtime rate of pay as provided herein. Section 4 In recognition of the FLSA-Exempt status of the Captain and Police Prosecutor positions, the affected employees shall continue to perform their respective duties in accordance with current practices excluding premium payments for overtime hours. Section 5 From the date of the signing of this Agreement moving forward, Collective Bargaining Agreement Dover Police Administrators Association FY12 - FY14 compensatory time of 1.5 hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum time worked in excess of 80 hours of FLSA compensatory leave credits, which an employee's regular work week may be taken in any increments if agreed to by accrued and used upon agreement of the employee and the his/her immediate supervisor. If mutual agreement The work week is not reacheddefined in Section 1, Article VI of the supervisor may, with a minimum current CBA. Tracking of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 hours earned and June 30 used shall be paid a function of management. Requests for at the employee’s straight use of compensatory time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid submitted in writing no less than 48 hours prior. This requirenient may be waived by management. Compensatory time shall be treated the same as approved usage of vacation time . . Employees may accumulate up to a total of 45.compensatory hours. Earned compensatory hours must be used within 90 days using the "First In-First Out" (FIFO) accounting method. Every effort will be made by the city to allow the use of the hours in the allotted time. Any hours worked in excess of a regular work day or work week not covered by this Memorandum of Understanding or those that can not be used within the 90 day window shall be compensated for all unused FLSA compensatory leave as agreed upon in accordance with Article VI of the abovecurrent Collective Bargaining Agreement.

Overtime. (Aa) The All work done by an employee in excess of the hours mentioned in clauses 4.1(1) and 4.1(2) of this Agreement, or in excess of the normal workweek for each full-time employee daily working hours, shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administeredovertime, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the rate of time and a half for the first two hours on any one day, and double time thereafter. (b) All overtime rates earned by an employee shall be paid in full, and no deduction shall be made from such overtime rates by reason of any time not worked by such employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., . (c) An employee who separates from agrees to work on the Career Service employee’s rostered day off or moves to another state agency on a sixth shift shall be paid at the rate of double time for the time worked with a minimum of four hours when a call is paid, otherwise a minimum of six hours plus normal penalties incurred on that shift: Provided that if the employee starts work at the rostered starting time the employee shall be paid for all unused FLSA compensatory the full shift and where the employee starts after the rostered starting time the employee shall be paid for the time worked up to the rostered finishing time, subject to the minimum provided by this clause. (d) There will be a break of twenty-four hours between the time of finishing work on the normal weekly shift until the employee recommences the employee’s normal shift, provided that this subclause shall not apply where it is necessary for an employee to work in place of an employee who is absent from work through: sickness, compassionate leave, trade union training leave or a period of worker’s compensation, unless such absence exceeds two weeks in accordance with duration. (e) Notwithstanding anything contained in clause 4.2 of this Industrial Agreement any employee who does not receive such twenty-four hours’ break shall be paid double time for time worked on the abovenext shift. (f) Casual employees may work up to 10 hours per shift before incurring overtime rates, providing full time and/or part time employees are working up to 10 hours on the same shift. (g) When a casual employee has worked enough ordinary hours during a shift that further hours would constitute overtime hours for a full time employee, they will receive payment for such hours at overtime rates. Once the total of 38 hours has been reached in a week overtime rates will apply.

Overtime. (A) The normal workweek for each full-time employee 10.1 All employees covered by this agreement shall be 40 hours. paid time and one-half (B1.5) Work beyond the normal workweek or approved extended period at their option shall receive compensatory time and one-half (1.5) for all work performed in excess of eight (8) hours in any work day or forty (40) hours in any work week. Compensatory time shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned allowed to the emergency area described in the Governor’s Executive Order shall be subject accumulate up to a 40-hour workweek while so assigned. The state maximum of ninety (90) hours and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may must be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance used by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed fiscal year and shall not be carried forward to the next year. In the event compensatory time is not used by the employee and supervisor, waive payment for overtime and have end of the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 fiscal year then employees shall be paid for same. Employees must use compensatory leave earned in a Division other than their own within ninety (90) calendar days. When used, comp time may be discharged in one (1) hour increments at the employee’s straight discretion of the Department Head provided that such incremental time regular hourly rate be used in accordance with Rule 60L-34the first and last two (2) hours of the scheduled work day. 10.2 For each hour or part of an hour worked, F.A.C., An employee who separates from the Career Service or moves to another state agency overtime shall be paid for calculated on the total number of overtime minutes worked, and earned in fifteen (15) minuteincrements as follows: Overtime Worked Overtime Earned 10.3 It is the intent of the Employer that overtime work shall be equally distributed among qualified employees. "Qualified" employees shall be defined as those employees who have the skills, and certification where required, to perform the overtime assignment. 10.4 The Town agrees that all unused FLSA compensatory leave in accordance records of overtime hours worked by any and all employees covered by this agreement shall be a matter of public record. 10.5 Dispatchers shall have overtime work distributed among qualified employees based on seniority on a rotating schedule. Such practice will be consistent with the aboveway overtime is distributed with OIC's of the Police Department. The OIC responsible for a particular Dispatcher's shift will be responsible for proper implementation of the rotation list and will be kept in the OIC's office. A Police Dispatcher who is held over for fifteen (15) minutes or less beyond the regular shift shall be compensated at an overtime rate for fifteen (15) minutes.

Overtime. (A) The A. Only FLSA non-exempt employees shall receive pay for overtime. B. Overtime work is performed either before or after the normal workweek or assigned work schedule in excess of forty hours per week. Overtime also refers to hours employees are called back to work which fall outside of their regular work schedule. Time spent on District property which is not time spent working, either before or after work, or during the lunch period, shall not be included as overtime worked. C. Pay for each full-time employee overtime shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half times the rate of regular pay for any hours worked beyond 40 straight-time hours actually worked in a week. Additionally, the eight hours paid for holidays shall be included in the computation of the 40 hours required before overtime is paid. D. Overtime is reported in quarter hour increments. E. Overtime shall be worked only upon the approval of a Division Manager or his/her designee if absent. Approval may be verbal and documented at a later date and shall indicate the time to be worked and the reason for the overtime. F. The District work week is Monday through Sunday. Unless otherwise defined, the work period is eight hours each day, to begin at 8 AM and end at 5 PM, Monday through Friday. Each employee is entitled to one hour for lunch between noon and 1 PM. These hours apply to all employees unless the Division Manager approves other arrangements. G. The General Manager shall maintain a current classification of employee positions that are exempt and non-exempt under the Fair Labor Standards Act. H. The General Manager shall establish for each hour non-exempt position the designated work period, the designated work hours and the designated rate of overtime pay. All such determinations shall be provided to each employee and shall be filed in the personnel file. I. Compensatory Time — Exempt employees will receive compensatory time for any “overtime” worked. An Compensated time will be granted on an hour-for-hour basis and must be used by the end of the six-month period in which it was accrued, or it will be lost. The cut-off dates in which to use the compensatory time accrued within a six- month period are June 30th for January 1 – June 30 and December 31st for July 1 – December 31 of each calendar year. At the start of each six-month period, each exempt employee will only be permitted to accumulate have a maximum zero balance of 80 hours of FLSA compensatory leave creditstime, which may be taken in any increments if agreed to unless otherwise approved by the employee and the supervisorGeneral Manager. If mutual agreement is The District will not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at pay cash or otherwise offer compensation for accumulated compensatory time under any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovecircumstance.

Overtime. (A‌ A 7(k) The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34work period, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned pursuant to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it (FLSA) and 29 United States Code (U.S.C.) §207(k), is applied to public employeeshereby continued for employees in this Unit. (D) If the agency has a plan approved in advance A. Authorization for overtime work shall be secured from supervisory personnel delegated that responsibility by the DMSChief of Police or their designee prior to such work. Credit for overtime worked without prior approval must be authorized by command-level personnel delegated this specific responsibility by the Chief of Police. B. Department management will attempt to assign overtime work as equitably as possible among all qualified Unit members who work in the same organizational unit and at work location. However, FLSA compensatory leave credits Department management may consider special skills required to perform particular work. C. All hours or portions thereof worked in excess of the FWS work hours, i.e., either eight, nine, ten, or twelve hours per day, shall be grantedovertime including hours worked by an employee when on a regular day off, administeredor hours off in lieu of a holiday or vacation day. Supervisors are obligated and required to ensure that hours of work are properly recorded and employees are compensated for all hours of actual work. D. Overtime while on a vacation day shall be limited to Court overtime as provided for in this MOU, duty-related medical examinations as provided for in this MOU, a Department mobilization, or such other circumstance as designated by the Chief of Police. E. The method of computing the hourly rate of compensation for purposes of overtime payment shall be to divide the employee’s biweekly pay, including all types of salary compensation except for overtime, by 80. F. Overtime shall be hours or portions thereof, calculated in units of tenths of one hour (0.1) consisting of full six-minute increments worked in excess of the normal work day or in excess of the total number of hours included in regularly scheduled duty days during a DP. G. Pursuant to FLSA, hours actually worked in excess of 171 in a 28-day deployment period by a sworn employee shall be paid in cash for the deployment period in which the hours were worked. H. The Department is not desirous of compensating any FLSA overtime hours worked by sworn employees in the form of Compensated Time Off (CTO), and used as described below: An such, will use a method referred to as the FLSA Rule to ensure that all sworn employees receive only cash compensation and no CTO for any FLSA overtime hours worked. The FLSA Rule is a payroll procedure which compensates all overtime for employees in cash once the specific FLSA threshold hours or overtime have been entered into the payroll system in a deployment period. I. The method of compensation for MOU, non-FLSA overtime shall be either in cash or in time off (book overtime) and will remain at the sole discretion of Management. Book overtime must be approved by the Division Head or their designee. Accumulation of book overtime is limited to 150 hours per employee. At any time, the Chief of Police or their designee may direct that any accumulated book overtime be paid in cash. J. The purpose of the FLSA Rule is to ensure that no FLSA CTO is accrued by employees. These is no agreement to allow the payment of wages by way of FLSA CTO under 29 U.S.C. §207(o)(2) and there will be no FLSA CTO paid to employees. If CTO is credited to an employee who is filling an included position mayin excess of the FLSA Rule, at Management shall cash out those CTO hours upon the discovery of this fact. K. Overtime will be compensated in accordance with 29 C.F.R. §778.106. Generally, this requires that overtime compensation earned in a particular work period must be paid by the regular payday for the pay period in which the work period ends. When the correct amount of overtime compensation cannot be determined until sometime after the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is maderegular pay period, the overtime hours compensation will be credited paid as FLSA compensatory leave credits at soon after the rate regular pay period as is practicable. Payment may not be delayed for a period longer than is reasonably necessary for the employer to compute and arrange for payment of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at amount due the employee’s straight . L. Under no circumstances shall compensated time regular hourly rate off in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall excess of 240 hours be paid for all unused FLSA compensatory leave in accordance with the aboveaccumulated.

Overtime. (A) The normal workweek for each full5.1 All work performed by non-time employee exempt Employees in excess of the scheduled hours per day or per week shall be 40 hours. (B) Work beyond the normal workweek or approved extended period considered overtime and shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by compensated for at one and one- half (1 1/2) times the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall Employee's regular rate of pay. All overtime must be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved authorized in advance by the DMS, FLSA Employer. The choice of receiving overtime pay as a cash payment or compensatory leave credits shall time at a rate of one and one-half (1 1/2) times the hours worked must be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee Employee and supervisor, waive payment for overtime and have Employer prior to the overtime being earned. Requests for compensatory time off shall be handled in the same manner as requests for vacation. 5.2 All work performed by non-exempt Employees required by the Employer on any Saturday shall be compensated at one and one-half (1 1/2) times the Employee's regular hourly rate of pay. 5.3 All work performed by non-exempt Employees on any Sunday shall be compensated for at two (2) times the Employee's regular hourly rate of pay. 5.4 All hours credited of work for non-exempt Employees on any holiday shall be paid at three (3) times the Employee's regular hourly rate of pay who are scheduled to “FLSA compensatory leavework on a holiday as a part of their normal work week. 5.5 A non-exempt Employee called back to work, other than their normal hours, shall receive whichever is greater, either 1) a minimum of two (2) hours pay at the regular rate, or 2) the applicable overtime rate outlined in this Article times the actual time worked. 5.6 All holidays and paid leaves shall be considered hours worked for the purpose of computing overtime. 5.7 When there is no work for an Employee who reports for work in accordance with their regular schedule without having been previously notified not to report, they shall receive a minimum of four (4) hours pay in lieu thereof, except in case of emergency. If such approved election is made, Such emergency shall be determined by the overtime hours will Employer. 5.8 Employees serving "on call" shall be credited as FLSA compensatory leave credits paid a per diem of fifty dollars ($50.00) effective with the first full payroll period after the signing of this contract. Compensatory time earned for work by the person scheduled for on call or work referred to another person by the person on call on weekends and holidays shall be earned at the rate of one and one-half (1 1/2) times the actual time worked. 5.9 The base pay rate or the premium compensation rate shall not be paid more than once for the same hours worked under any provision of this Agreement, nor shall there be any pyramiding of premium compensation. Employees will be eligible for the highest rate applicable for the hours worked (for example: holiday, Saturday, Sunday). 5.10 Exempt Employees shall receive compensatory time off at the rate of one (1) hour off for each hour worked in excess of overtime workedforty (40) hours in a week. An employee will only effort shall be permitted made to accumulate flex the compensatory time off so that it is taken during the same pay period that it is earned. Compensatory time that is not flexed may be banked to a maximum of 80 hours of FLSA compensatory leave credits, which eighty (80) hours. Banked time may be taken scheduled off in any increments if agreed to by the employee and the supervisorsame manner as vacation. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any Compensatory time in increments excess of full workdayseighty (80) hours shall be lost to the Employee. HoweverThere shall be no cash payment for compensatory time. 5.11 Employees not scheduled for "on-call" (as provided in 5.8) who receive a request for assistance directly from clients, all unused FLSA care providers, probation officers, or law enforcement officials on weekends or shall earn compensatory leave credits time at the close rate of business one and one-half (1 1/2) times the actual time worked. 5.12 Non-exempt Employees in the Clubhouse Program shall earn overtime for hours worked in excess of forty (40) hours in a week. Such Employees shall not receive premium pay for work on December 31 Saturdays and June 30 Sundays. 5.13 Exempt Employee for purposes of this Article shall be paid for at defined as a person in the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee Human Services Bargaining Unit who separates is exempt from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with provisions of the aboveFair Labor Standards Act.

Overtime. ‌ (A) The normal workweek for each fullWhen the COUNTY requires non-time employee exempt employees to work overtime, the following shall apply: (1) Authorized overtime work shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared compensated by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half (1-1/2) times the regular hourly rate. If the employee and the department agree, an equivalent credit of compensatory time off may be given in lieu of the paid overtime. (2) Except as modified by Section 4 above for full-time employees, except those who go into a leave without pay status during the workweek, all paid time in excess of forty (40) hours in any workweek or eight (8) hours in a day shall be considered overtime work. Overtime will be paid for all hours worked beyond the normal scheduled work hours. (3) For part-time employees and full-time employees who are not in a paid status for forty (40) hours in a workweek, all additional hours worked will be paid on a one-to-one basis (1:1) up to forty (40) hours per week. Hours over forty (40) shall be considered overtime. Additionally, except as modified by Section 4 above, all time worked in excess of eight (8) hours in a workday shall be considered overtime work. (4) The COUNTY shall be the sole judge as to the necessity, requirement and qualifications of personnel to work overtime. The COUNTY agrees to recognize and consider seniority in regards to overtime assignments. (5) It is understood that for the purposes of overtime calculations, employees working shifts, which overlap workdays, shall be assumed to have completed their shift on the day in which it commenced. (6) Overtime shall be compensated only once for the same hours worked. (7) Overtime shall be calculated to the nearest tenth (10th) hour worked. (8) Any non-exempt employee, having worked on each of seven (7) consecutive days, shall be paid at the rate of two (2) times the regular straight time for all work performed on such seventh (7th) day, provided that said employee has worked forty (40) regular hours in the workweek. For the purposes of this provision, the first day worked will be the employee’s first scheduled workday in the workweek. (9) The classifications exempted from the provisions of this section are indicated in Schedule A, Salary Schedule attached hereto. (B) When the needs of the COUNTY require exempt employees to work overtime, the following shall apply: (1) Overtime work shall be compensated at the rate of one (1) hour of compensatory time off for one hour of overtime worked. An employee will . (2) All hours worked in excess of forty (40) paid hours in any workweek or eighty (80) paid hours in a pay period shall be considered overtime work. (3) The COUNTY expects exempt employees to exercise prudent judgment in the scheduling of their time to minimize any overtime work. (4) The COUNTY agrees to recognize and consider seniority in regards to required overtime assignments. (5) Overtime shall be compensated only once for the same hours worked. (6) Overtime shall be permitted calculated to accumulate the nearest (nearest tenth (10th) hour worked. (C) Full-time employees may accrue up to a maximum of 80 eighty (80) hours of FLSA compensatory leave credits, which may time. The maximum compensatory time allowed for part-time employees will be taken in any increments if agreed to by the employee and the supervisorforty (40) hours. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any All time in increments of full workdays. However, all recorded over maximum accrual will be paid out. (D) Any unused FLSA accumulated compensatory leave credits at the close of business on December 31 and June 30 time off shall be paid for out at the employee’s straight time regular hourly rate in accordance with Rule 60L-34of termination, F.A.C., An employee who separates from the Career Service death or moves transfer to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovedepartment.

Overtime. (A) The normal workweek for each full-time employee All employees covered by this MOU shall be 40 hours. paid at the rate of time and one-half (B1½) Work beyond for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of eight (8) hours a day or over forty (40) hours in a work week which will be paid at time and one-half (1½) of the normal workweek or approved extended period employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA”) overtime. Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent with other provisions of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive hours worked over eight (8) hours in a day and which extend into a new day. This provision shall include hours worked before or at the end of a normal work schedule. However, overtime paid in this setting shall not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new day. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should employees of this Unit be scheduled by management to work more than seven (7) consecutive work days, commencing on the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour of overtime workedworked until such time as two (2) consecutive days off are received. An employee will This payment shall only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by apply when the employee has been scheduled by management and ordered to work more than seven (7) consecutive work days, and does not apply when the supervisor. If mutual agreement work is not reached, the supervisor may, with as a minimum result of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysvolunteering. HoweverTo clarify which employees are volunteers, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 each current employee shall be paid provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for at the employee’s straight time regular hourly rate eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves writing prior to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovetheir scheduled shift.

Overtime. (Ai) The normal workweek for each full-time employee Employees shall be 40 hourswork reasonable overtime when required by the employer. (Ba) Work beyond Subject to paragraph (b) hereof all time worked by employees in excess of the normal workweek or approved extended period rostered daily ordinary hours of work shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight rate of time regular hourly rate and one half for the first two hours and double time thereafter in accordance with Rule 60L-34, F.A.C., An employee who separates from respect of each overtime shift worked or in respect of overtime worked prior to or at the Career Service or moves to another state agency conclusion of a normal shift. Provided that overtime worked on Sundays shall be paid for at the rate of double time and on public holidays at the rate of double time and one half. (b) All time worked by permanent part time employees, in excess of the rostered daily ordinary hours of work prescribed for the majority of full-time employees employed on that shift in the ▇▇▇▇ or section concerned shall be paid for at the rate of time and one half for the first two hours and double time thereafter except that on Sundays such overtime shall be paid for at the rate of double time and on public holidays at the rate of double time and one half. Time worked up to the rostered daily ordinary hours of work prescribed for a majority of the full-time employees employed on that shift in the ▇▇▇▇ or section concerned shall not be regarded as overtime but an extension of the contract hours for that day and shall be paid at the ordinary rate of pay. (iii) An employee recalled to work overtime after leaving the employer's premises shall be paid for a minimum of four hours work at the appropriate rate for each time so recalled. If the work required is completed in less than four hours, the employee shall be released from duty. (iv) An employee required to work overtime following on the completion of their normal shift for more than two hours shall be allowed twenty minutes for the partaking of a meal and a further twenty minutes after each subsequent four hours overtime. All such time shall be counted as time worked; provided that benefits of this subclause shall not apply to permanent part time employees, until the expiration of the normal shift for a majority of the full-time employees employed on that shift in the ▇▇▇▇ or section concerned. (v) An employee recalled to work overtime after leaving the employer's premises and who is required to work for more than four hours shall be allowed twenty minutes for the partaking of a meal and a further twenty minutes after each subsequent four hour's overtime; all unused FLSA compensatory leave such time shall be counted as time worked. (vi) The meals referred to in subclauses (iv) and (v) of this clause shall be allowed to the employee free of charge. Where the hospital is unable to provide such meals, an allowance per meal of the sum set out in Item 3 of Table 2 - Other Rates and Allowances, of Part B, Monetary Rates, shall be paid to the employee concerned. (vii) Where an employee is required to work an overtime shift on his or her rostered day off, the appropriate meal breaks for that shift, as prescribed by Clause 7, Hours, shall apply. (viii) If an employee is recalled to duty during a meal break, they shall be paid at overtime rates for the total period of the meal break. (ix) An employee who works so much overtime: (a) between the termination of their ordinary work on any day or shift and the commencement of their ordinary work on the next day or shift that they have not had at least eight consecutive hours off duty between these times; or (b) on a Saturday, a Sunday and a holiday, not being ordinary working days, or on a rostered day off without having had eight consecutive hours off duty in the twenty-four hours preceding their next day or shift; shall subject to this subclause, be released after completion of such overtime until they have had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. If on the instruction of the employer such an employee resumes or continues to work without having such eight consecutive hours off duty they shall be paid at double time of the appropriate rate applicable on such day until they are released from duty for such period and they then shall be entitled to be absent until they have had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. (x) In lieu of receiving payment for overtime in accordance with this clause, employees may be compensated by way of time off in lieu of overtime on the abovefollowing basis: (a) Time off in lieu of overtime must be taken within four months of it being accrued at ordinary rates. (b) Where it is not possible for an employee to take the time off in lieu of overtime within the four month period, it is to be paid out at the appropriate overtime rate based on the rates of pay applying at the time payment is made. (c) Employees cannot be compelled to take time off in lieu of overtime. (d) Records of all time off in lieu of overtime owing to employees and taken by employees must be maintained by the employer.

Overtime. Section 1 Overtime shall be designated as authorized work performed in excess of the employee's regular work day or work week. The work week shall be construed as being forty one and one- quarter (A41 1/4) The normal workweek hours within a calendar week for each all full-time employee sworn and uniformed members which shall include Roll Call, Briefing, and Training. The work week for others members shall be 40 hoursforty (40) hours or less as may be prescribed. All Employees may be required to attend training sessions and attendance if off duty. (B) Work beyond the normal workweek or approved extended period Section 2 All overtime shall be recognized in accordance with Rule 60L-34compensated at time and one-half the employee's regular hourly rate, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described except as otherwise provided herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may Section 3 Employees called back for additional work or training after completing their regular tours of duty shall be required in order compensated for the state to be hours worked or spent in compliance with the Fair Labor Standards Act training at their overtime rate of pay as it is applied to public employeesotherwise provided herein. However, in no event shall such Employees receive less than three (3) hours at their overtime rate of pay. (D) If the agency has a plan approved in advance Section 4 Employees covered by the DMS, FLSA this agreement may accrue unpaid compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits time at the rate of one and one-half 1.5 hours for each hour of time worked in excess of the employee's regular work day or work week, in lieu of receiving overtime workedwages for those hours. An Whether an employee will only be permitted to accumulate a maximum of 80 hours of FLSA accrue compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall or be paid for overtime hours is at the discretion of the employee’s straight time regular hourly rate in accordance with Rule 60L-34; however, F.A.C., An no employee who separates from may accrue more than 45 hours of compensatory time. For the Career Service or moves to another state agency purpose of this agreement the work day shall be paid defined as 10 hours for Field Operations Patrol Unit employees, 8 Y. hours for all unused FLSA other sworn employees and 8 hours for non-sworn employees. Tracking of hours earned and used shall be a function of management. Requests for use of compensatory leave time shall be submitted in accordance with writing no less than 48 hours prior to the abovebeginning of the time that the employee is requesting to be off duty. The 48 hour notice requirement may be waived by management at its sole discretion. Compensatory time shall be treated and administered the same as usage of approved vacation time, except as follows: Earned compensatory hours must be used within 90 days of when it was earned, using the "First In-First Out" (FIFO) accounting method. Collective Bargaining Agreement Dover Police Association FY05- FY08 Every effort will be made by the City to allow the use of the hours in the allotted time. Any hours worked in excess of a regular work day or work week not covered by this provision or those that can not be used within the 90 day window shall be compensated for as agreed upon in this Article.

Overtime. (Aa) The normal workweek If an Employee works: Up to 40 hours a week - Employees can claim equivalent time off only. 41 hours and up - Employees can claim time and one half in equivalent time off or equivalent pay. For the purpose of calculating an Employee’s entitlement to overtime pay or lieu time, it is agreed that during the term of the contract, the regularly scheduled hours for each full-time employee Employees will be seventy (70) hours over a two (2) week period (meal times excluded). The regularly scheduled hours for part-time Employees will be set out in their job description. All Employees shall have four (4) days off within this period. It is understood that for most Employees these days off will be 40 hoursSaturday and Sunday. A week is defined as beginning Sunday and ending Saturday. The above provisions in this 18.02 (a) do not apply to shift workers who work at the YWCA Women’s Shelter, YWCA Arise and 1st Stop Woodlawn and the Life Skills Trainers whose hours will be averaged according to their shift schedule rotation. (Bb) Work beyond In a situation where Management requests an Employee to work in addition to her regular work day, straight time will be earned for the normal workweek or approved extended period first two (2) overtime hours; time and one half (1.5) will be earned for any time over the first two overtime hours. No Employee shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned penalized for refusing to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described hereinwork overtime. (Cc) The Union agrees to support those changes in Rule 60L-34An Employee’s hours of work per day may vary, F.A.C., that but there can be no accumulation of unauthorized overtime at the end of each month. An Employee may be required in order for the state to be in compliance with the Fair Labor Standards Act as not accumulate overtime unless it is applied to public employees. (D) If the agency has a plan approved authorized in advance by the DMSEmployee’s Manager or her designate, FLSA compensatory leave credits or in the case of an emergency. On the Employee’s next working day after the emergency, she shall provide a written explanation to her Manager or her designate for any unauthorized overtime earned. (d) The maximum number of hours of overtime to be grantedaccumulated as time in lieu of pay is thirty-five (35) hours. At no point should overtime exceed 35 hours in total, administered, save and used as described below: An employee who except special circumstances with authorization from the Manager or her designate. Overtime in excess of the 35 hours must be paid and is filling no longer credited to an included position may, Employee. (e) All lieu time off is to be taken at the discretion of the Employee with the approval of the Manager or her designate. (f) Lieu time off in compensation for authorized overtime must be taken within three (3) months of the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have week in which the overtime hours credited was performed. Further extensions of time, to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours twelve (12) months from the end of FLSA compensatory leave creditsthe week in which the overtime was performed, which may be taken in any increments if agreed to in writing between the Employee and her Supervisor. Such agreement shall not be unreasonably withheld by either party. (g) When an Employee intends to leave the employee and employ of the supervisorEmployer, she is encouraged to take any accumulated compensatory time as part of the notice period. If mutual agreement is not reachedOn the date of severance, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at she shall receive cash payment for any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 overtime. (h) There shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service no doubling or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovepyramiding of premium compensation.

Overtime. Section 1 All hours authorized and worked in excess of forty (A40) The normal workweek for each full-time employee shall be 40 hours. hours in a seven (B7) Work beyond the normal workweek or approved extended days’ work period shall be recognized in accordance compensated at one and one-half (1½) times the employee's regular rate of pay consistent with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment provisions of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied (FLSA). Additional hours worked under forty (40) hours in a week to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment make up for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime time adjustment or other non-worked hours will be credited as FLSA paid at straight overtime (not time and a half). There shall be no compensatory leave credits at the rate of one and one-half hours for each hour time in lieu of overtime workedpay. An employee Overtime will be paid in fifteen (15) minute increments. The following hours shall be computed as hours worked for the sole purpose of computing eligibility for the overtime rate: A. Hours off for workers' compensation; B. Sick leave bonus hours; C. Call back pay as defined in Section 2, shall only be permitted computed as time worked for determining overtime eligibility, the intent being to accumulate help toward making the work week whole, in either of two cases: 1. Where an employee has utilized authorized sick leave during the scheduled work week; or 2. Where an employee receives a maximum time adjustment of 80 up to 2.5 hours per week (for example, the adjustment between the normal work week of 37.5 hours to 40 hours), however, not more than 2.5 hours of FLSA compensatory leave creditscall back pay per week shall cause the time adjustment to be considered hours worked. D. Holiday pay, which may as defined in Article 15, shall be taken in any increments if agreed to by computed when the designated holiday is an employee's normally scheduled workday and the employee and is given the supervisor. If mutual agreement is not reached, day off in observance of the supervisor may, with a minimum of five workdays notice, require the employee to use holiday; E. Annual leave hours shall be computed only when such leave credits at any time in increments is prescheduled and approved according to the vacation schedule provisions of full workdays. However, all unused FLSA compensatory Article16; or when annual leave credits at the close of business on December 31 hours are requested and June 30 shall be paid for at approved prior to the employee’s straight time regular hourly rate 's knowledge that overtime has been scheduled during the week the annual leave is requested/approved. F. Bereavement Leave Hours; G. Jury Duty Leave hours paid; H. Emergency Working Condition Hours as described in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency Section 3 of this Article. All other hours paid but not worked shall not be paid for all unused FLSA compensatory leave in accordance with the abovecomputed as hours worked.

Overtime. Overtime and compensatory time off for all non-FLSA exempt employees are covered by the following guidelines: a. No employee will work overtime unless approval is granted by the employee’s supervisor (Aworking overtime without approval subjects the employee to discipline). b. When budgeted funds are available for approved overtime, the City will pay an employee at one and one-half (1.5) The normal workweek times his/her regular hourly rate for each time worked in excess of forty (40) hours in one week, unless the employee elects to take such overtime in compensatory time as described below. Overtime also shall be paid pursuant to this provision for time worked in excess of eight (8) hours in a work day or in excess of ten (10) hours in a work day when an employee is assigned to work a 4-10 schedule, for regular full-time employees only, provided that such regular full-time employees have not taken any unpaid time off during the same workweek. If a regular full-time employee shall has taken unpaid time off during the workweek, overtime will be 40 hourspaid only for time worked in excess of forty (40) hours in one week. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and c. If budgeted funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds not available for the payment of overtime to unit employees in and it is consistent with the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34needs of the City, F.A.C., that such overtime may be required allowed in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits time off at the rate of one and one-half times the overtime hours for each hour of worked. d. Overtime and compensatory time off will be computed and rounded up to the nearest one-quarter hour. e. Compensatory time accumulation will not ordinarily exceed forty (40) hours. All compensatory time accumulated over forty (40) hours will be converted to overtime worked. An employee will only be permitted pay the following payday unless written exception to accumulate a maximum more than forty (40) hours is granted by the Department Head. f. Compensatory time shall be scheduled and taken off only with the approval of 80 hours of FLSA the Department Head or his/her designee. Reasonable requests for compensatory leave creditstime off will be granted, which unless such request will unduly disrupt City operations. Compensatory time off may be taken in any increments if agreed to purchased by the employee and City at any time. g. At the supervisor. If mutual agreement is not reachedtime of an employee’s resignation or dismissal, the supervisor may, with a minimum of five workdays notice, require City will pay the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA accumulated overtime and compensatory leave in accordance with the abovetime off. h. All paid time will be counted as “hours worked” for purposes of computing overtime.

Overtime. Section 1 - Overtime: (A1) The normal workweek An overtime eligible employee accumulates overtime for each full-time work performed in excess of 40 hours in any one week. However, overtime eligible employees also accumulate overtime in the following situations, but not twice for the same hours: (a) All assigned work in excess of the employee’s scheduled work day when the employee shall be 40 hoursperforms work in excess of two hours of the employee’s scheduled work day, unless the employee and the supervisory authority have mutually agreed to a flexible work schedule for that day. At the request of the employee and with the approval of the supervisor, the employee may work a flexible schedule during the work week rather than using accrued leave time, provided that such “flexed” work hours would not create an overtime liability for the County. (Bb) Work beyond All work performed on a holiday identified in Article 7 which falls within the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governoremployee’s Executive Order shall be subject to a 40-hour workweek while so assignedregular work schedule. The state and employee will also receive the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein.employee’s normal holiday pay. be either: (C2) The Union agrees Overtime accumulated pursuant to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position maythis section shall, at the end discretion of the approved extended period if mutually agreed County, (a) Paid to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half times the employee’s regular rate of compensation; or (b) Credited to the employee as compensatory time off at time and a half. (3) In calculating work performed pursuant to this section: (a) Overtime shall be computed to the nearest quarter hour. (b) Work performed shall consist only of time the employee is actually working for the county. Any time during any form of leave, including, but not limited to, vacation leave, shall not be included as work performed for purposes of overtime calculation. However, holidays identified in Article 7 and sick leave shall be included as work performed for purposes of overtime calculation. (4) Employees shall accumulate no more than 80 hours of compensatory time for each hour of overtime worked. An employee will only be permitted The 80 hour maximum is the total allowed after computation at time and one- half. Employees in departments or offices which operate 24 hours per day, seven days a week, may accumulate up to accumulate a maximum of 80 120 hours of FLSA compensatory leave creditstime for overtime worked. The 120 hour maximum is the total allowed after computation at time and one-half. (5) As used in this section, which may be taken “overtime eligible employee” includes all employees, except “overtime exempt employees” as defined in any increments if agreed Section 2 of this Article. (6) The County agrees that it will not change an employee’s regularly scheduled work hours for the sole purpose of avoiding overtime liability. The provisions of this subsection do not abrogate management rights to by schedule work. (Effective with the employee and the supervisor. If mutual agreement is not reachedJuly 1, 2006 CBA, the supervisor may, with bargaining note/clarification from prior CBAs is added to this section: “This will verify our understanding that the County has implemented a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the policy so that employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves work hours and/or work location will not be temporarily changed so as to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveavoid overtime and/or mileage reimbursement.”)

Overtime. 1. Employees who are non-exempt under the FLSA shall receive one and one-half (A1.5) The normal workweek times their regular hourly rate for each fullall hours actually worked in excess of forty (40) hours per work week. 2. Employees who are non-exempt under FLSA, who work part-time employee schedules, shall be compensated at straight time rates for hours worked over their normal scheduled hours on any workday, and shall receive one and one-half (1.5) times their regular hourly rate for all hours over 40 hourshours in a workweek. Such employees may request compensatory time off in lieu of cash payment 3. Employees may not assign overtime work to themselves or work overtime without specific approval by the State’s Attorney. 4. With the approval of the Department, earned overtime may be taken on a time and one-half compensatory time basis in lieu of cash overtime. The Department may direct employees to utilize comp time each year and in its sole discretion may opt to pay out comp time within the fiscal year it was earned. 5. DSA’s shall receive an additional one thousand (B$1000.00) Work dollars annually, payable in two installments in December and May of each fiscal year, over and above the compensation increases set forth in Wage and Step article hereof, for all overtime hours associated with competent fulfillment of their job responsibilities. Also, with the permission of the appropriate State’s Attorney, DSA’s may receive discretionary compensatory time off at straight time for overtime hours worked which shall not be compensable in cash or eligible for payout upon separation. With the permission of the appropriate State’s Attorney, a DSA may receive up to 16 hours of discretionary time off for significant hours worked at night or on a weekend relating to a trial or brief or other case preparation. The State’s Attorney must send written notice to the Executive Director on the form provided by the Department at the time of awarding the hours. The employee must utilize the time off within the current or next two pay periods, and must code it as “Paid Not Worked” or another code as directed by the Department. This time off may not be carried over beyond the normal workweek second pay period after which it was authorized, and shall not be compensable in cash or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds eligible for the payment of overtime to unit employees in the situation described hereinpayout upon separation. (C) The Union agrees to support those changes in Rule 60L-346. Victim Advocates who complete at least two entirely voluntary webinars or equivalent professional development trainings per quarter, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMSDepartment, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at receive a quarterly stipend in the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate amount of one and one-half hours for hundred ($100) dollars, payable in the last payroll cycle of each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovequarter.

Overtime. (A) The normal workweek for each full-time employee Overtime shall be 40 hoursdefined as any authorized work performed in excess of the employee’s regular eight (8) hour work day exclusive of the fifteen (15) minute early report requirement, or any authorized work performed in excess of the employees' regular work schedule. Work performed under Article I, Section I (Special Duty) and Section J, Special Duty at the Overture Center, and Section K (Special Duty at the Monona Terrace Convention Center) shall not be included under the provisions of this paragraph. Scheduled overtime shall be assigned as equally as reasonably possible among the employees who normally perform the work within their assigned operational unit. For purposes of computing overtime compensation, overtime hours shall not be pyramided. When overtime is being assigned, the amount of overtime (excluding special duty) earned in the calendar year will be considered; the employee having earned the least amount of overtime will be offered the overtime opportunity first. This does not apply if specialized skills, training or employees of a specific rank/position are needed for a particular overtime assignment, or if circumstances makes consideration of prior overtime impractical. This process does not apply to making special duty assignments. Patrol assigned personnel will have the first opportunity to be assigned to patrol overtime assignments. (B) Work beyond the normal workweek or approved extended period 1. Compensation for overtime shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits paid at the rate of one time-and one-half hours (1-1/2) the employee's regular rate of pay. All grant-funded* overtime is at this rate of pay. 2. Compensation for each continuous hour worked in excess of overtime worked. An employee will only be permitted to accumulate a maximum of 80 twelve (12) consecutive hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid at the rate of two (2) times the employee's regular rate of pay, except any overtime accrued due to grant-funded* activity, which is paid at time-and one-half (1-1/2). Any grant-funded* work performed before or after an employee’s regular work shift will not be considered continuous service for the purposes of compensation. *This does not apply to grant-funded work performed under grants managed and administrated by the Dane County Narcotics and Gang Task Force. Grant-funded work performed under Task Force grants (i.e., ▇▇▇, ▇▇▇▇▇) will be compensated at the “overtime rate” allowed by contract, to include the rate of two times (2x) the employee’s straight time regular hourly rate of pay for continuous work in accordance with Rule 60L-34, F.A.C., An employee who separates from excess of twelve (12) hours. Any officer performing work under Task Force grant-funding must meet the Career Service or moves to another state agency shall 24 hour drug training requirement and be paid for all unused FLSA compensatory leave in accordance with the aboveapproved by a Task Force supervisor.

Overtime. (A) The normal workweek for each full-All time employee shall be 40 hours. (B) Work beyond worked other than the normal workweek or approved extended period shall be recognized day and week outlined in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours Article will be credited as FLSA compensatory leave credits considered overtime. Overtime will be paid at the rate of one and one-half (1%) times the normal rate except for overtime on Sunday, which will be paid at double the normal rate. Whenever possible, overtime and back time shall be distributed equitably among those employees who normally perform the work. Regular employees within the Section, Department of Development Services, and those employees transferred into the Construction Section, may elect to take time off in lieu of payment for No payment shall be made for overtime hours for each hour worked by an employee who elects to take time off in lieu of overtime worked, but such overtime will be accumulated at the appropriate overtime rate. An employee will only be permitted to accumulate a maximum of 80 The accumulated overtime hours of FLSA compensatory leave credits, which may shall be taken in any increments if as time off with pay during the non-construction season which is generally the winter months. The time off periods shall be as mutually agreed to by between the employee and the supervisorDepartment Head or delegate. If mutual agreement is not reachedNo accumulation of overtime hours shall be carried beyond May of any year. If, because of work load or project scheduling requirements, the supervisor mayDepartment is unable to permit an employee to take sufficient time off to equal the accumulated overtime hours, payment for any accumulation of hours remaining to an employee’s credit at the time of revocation or at May (at which time all outstanding hours will be paid) will be paid as soon as possible after those times and will be at the rate of pay in effect during which the hours were worked. Any hours used for time off will be considered to have been taken off in the same sequence as worked (i.e. “first-in, first-out‘’ basis). An employee with the approval of the Department Head or delegate may elect to use accumulated time off in lieu of overtime to maintain the wage of a minimum hour week rate when assigned to areas with the hour week. All other regular employees covered this Agreement may elect to take time off in lieu of five workdays noticepayment for overtime worked, require to a maximum of ten working days. No payment shall be made for hours worked by an employee who elects to take time off in lieu of overtime worked, but such overtime will be accumulated at the appropriate overtime rate. The accumulated overtime hours shall be taken as time off with pay as mutually agreed between the employee to use such leave credits at any time in increments and Department Head or delegate. No accumulation of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 overtime hours shall be paid carried beyond six (6) months. If, because of work load or scheduling requirements, the Department is unable to permit an employee to take time off to equal the accumulated overtime hours, payment for at the any accumulation of overtime hours remaining to an employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from credit past the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the above.six

Overtime. (A) The normal workweek for each full-time employee Overtime shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized paid to employees in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Federal Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits FLSA). Overtime pay shall be grantedpaid for hours worked (except as set forth below) to an employee in excess of 160 hours in a 28-day work period (partial 7(k) exemption). In addition, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at paid if the Employee is required to work outside his/her regularly scheduled shift. The paid overtime rate of shall be one and one-half hours for each times the Employee’s hourly rate. Overtime is credited in quarter-hour increments with a full quarter-hour credited if eight minutes or more of overtime the period is worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave creditsAt the employee’s discretion, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 when eligible for overtime payments they shall be paid either in cash or compensatory time for time worked in excess of the regularly scheduled workday. Overtime is adjusted to the nearest ¼ hour for the purposes of payment or posting to an employee’s time sheet. A workday for employees shall commence at the start of the employee’s straight time regular hourly rate in accordance shift and end 24 hours later. When an employee’s shift assignment is changed the employee’s, new workday will be established on the day commencing with Rule 60L-34the shift assignment. For the purposes of calculating entitlement to overtime on a daily basis, F.A.C., An employee who separates paid leaves of absences generally shall be excluded from the Career Service or moves to another state agency total hours worked each scheduled workday. The following paid leaves of absences shall not be paid for all unused FLSA considered in calculating overtime: Administrative Leave Workers’ Compensation Leave Military Leave 4850 Time Bereavement Leave In instances where compensatory leave and court overtime pay are in accordance with conflict, the aboveemployee must establish that the compensatory leave was approved prior to receipt of the subpoena to receive overtime pay. When an officer calls off sick, and has been subpoenaed for that same day, he/she shall not be allowed to collect overtime for the appearance. The only exception to this is if the officer’s normal shift schedule is different from that of the court subpoena time such as graveyard or cover shift. When an officer calls off sick and has been subpoenaed for court that same day, it will be the officer’s responsibility to notify the On-Duty Watch Commander as well as the court. The officer must then request permission from the court. Once the officer returns to work, a memorandum will be forwarded to the officer’s supervisor advising the person who granted the absence as well as the case and time this was given. • Officers who have been subpoenaed must show up to court, unless permission is specifically granted by the court.

Overtime. All hours worked in excess of eight (A8) hours per day or forty (40) The normal workweek for each full-time employee hours per week shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, paid at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the monetary rate of one and one-half hours for each hour times the sum of overtime workedthe base hourly rate. An employee will only be permitted Employees assigned to accumulate the Patrol, Detective or Support Services Division may earn and accrue up to a maximum of 80 forty (40) hours of FLSA compensatory leave creditstime in lieu of payment of such overtime. Such compensatory time shall be earned at a rate of time and one half the number of eligible overtime hours worked and as defined by “hours worked” within this Section. Such time off shall be scheduled in the same manner as a single vacation day. The ultimate decision to grant compensatory time in lieu of paid overtime shall be made by the Chief of Police, which or designee. Compensatory time at time and one-half (1.5) may be taken granted in any increments lieu of overtime wage payments if agreed to authorized by the Chief of Police, or designee. Overtime hours worked that are not so authorized will be compensated at a rate of one and one-half (1.5) their regular rate of pay in cash. For the purposes of this Section, “hours worked” shall mean only the following: Hours actually worked for the City; Earned compensatory hours used in accordance with this Article, except such compensatory hours used shall not be counted against the employee and when determining that employee’s availability for an overtime opportunity. For the supervisor. If mutual agreement purposes of this Section “hours worked” shall not include: Hours compensated for by sick leave pay; Hours compensated for by bereavement pay; Hours compensated for by holiday pay as set forth in Article 27; Hours compensated for by reserve service leave; Hours compensated for by the four (4) hour minimum guarantee which are not actually worked; Hours compensated for by the three (3) hours off-duty court appearance minimum guarantee which is not reachedactually worked. Employees called back to work shall receive a four (4) hour minimum guarantee at time and one half (1.5) for the work for which they are called back. The provision does not apply to regularly scheduled training programs and/or classes and meetings. Employees scheduled for training programs, classes or meetings shall receive a minimum two (2) hour guarantee. Regularly scheduled training programs and/or classes, but not meetings, shall be paid at straight time but shall be counted as hours worked in calculating the supervisor mayforty (40) hour work week but not in calculating the eight (8) hour work day, for purposes of establishing payment for overtime hours. The above four (4) hour minimum guarantee provision will, however, apply to all policed functions such as parking lot jobs, road jobs, dances, and ball games. Overtime will be divided equally among all employees so far as possible; the Chief of the Department or designee shall maintain an overtime roster. Support service may work patrol after patrol turns down all overtime. Employees shall provide security for City Council meetings at management’s request. In the event that this assignment would have the effect of dropping the number of patrol cars on the road to below four (4,) the Chief or designee shall fill the assignment by overtime. On shift cycle change, except for utility officers, footbeat, traffic car, special assignment (including support services) and assignment changes, each person's day off will rotate back as follows: Employees with Saturday and Sunday off will rotate to having Thursday and Friday off. Employees with Thursday and Friday off will rotate to having Monday and Tuesday off. Employees with Monday and Tuesday off will rotate to having Saturday and Sunday off. The shift cycle change will be the first Monday of each January and run for thirteen (13) weeks. During a payroll period in which a shift change occurs, employees who are required to work forty-eight (48) hours will be compensated at their regular rate for forty (40) hours and have four (4) hours of compensatory time placed in their compensatory time-off account. It shall be the employee’s responsibility to file a slip requesting the compensatory time be credited. (July 27, 1998 side letter) During a payroll period in which a shift change occurs employees who are only required to work thirty-two (32) hours will be compensated at their regular rate for forty (40) hours. (July 27, 1998 side letter) Employees who are required to make an off-duty attendance at court shall receive their base hourly rate at time and one-half for the time spent in court, with a minimum of five workdays noticethree (3) hours pay at time and one-half for each such attendance. All payments from the court shall be submitted directly to the City. Outside overtime jobs relating to City projects, require or school events, including but not limited to athletic events, school dances, and City construction projects, shall be assigned from the employee outside overtime list. In the event nobody from the list is available, volunteers may be sought from off the list or assigned to use such leave credits at any time a qualified retired officer as per Article 34. If no volunteers are available, the job will be filled by forcing from the outside overtime list. If the outside overtime list has been exhausted, (e.g. all officers are already working,) then the job may be forced from the in-house overtime list. In the event an officer is forced from the in-house overtime list, then that officer will receive credit for the force on his/her shift’s force list. (May 24, 1999 side letter) Non-City or school related outside overtime jobs shall only be force filled in increments of full workdaysthe event they cannot be filled voluntarily. However, all unused FLSA compensatory leave credits at All outside overtime assignments shall be designated in advance as either a City or School related project or a Non-City or Non-School related project. A City or School related project mean a project that is funded or reimbursed by the close of business on December 31 and June 30 City or the School Department. Employees working outside overtime assignments shall be paid as follows: Employees working an outside overtime job for a City or school-related project shall be compensated at their own overtime hourly rate. Employees volunteering for an outside overtime job for a Non-City/Non-School-related project shall be compensated at the overtime rate for a Second Year Sergeant. Employees forced in to perform any outside overtime project after volunteers have been sought shall be compensated at their own overtime hourly rate. As permitted by law, voluntary hours work by an employee on Non-City or Non-School related assignments will not be combined with the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from hours worked for the Career Service City for purposes of calculating the employee’s entitlement to overtime pay or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovedetermining their overtime rate.

Overtime. (A) The normal workweek for each full-time employee Overtime shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits paid at the rate of one and one-half (I times the employee’s regular rate of pay for the first two (2) hours worked each day, after, or before, the employee’s normal daily working hours and at the rate of double the employee’s regular rate of pay for each hour worked daily beyond the first two (2) hours. Two (2) times the employee’s regular rate of overtime workedpay shall be paid for all hours worked on the employee‘s second and consecutive subsequent days off. An employee will only be permitted This does not apply to accumulate a maximum Saturdays during the months of 80 hours of FLSA compensatory leave creditsJuly and August but includes general holidays, which fall on a Monday. Compensation for overtime worked may be taken in any increments if the form of overtime pay or time off in lieu as specified in Clause The method of compensation for overtime worked shall be mutually agreed to by the employee and the supervisormanagement. Overtime rates shall apply to part-time employees only after they have worked eight (8) hours per day or forty (40) hours per week, and/or for work on holidays or regular days off. I Facility Operators in schools with two or more full-time caretaking staff shall mutually agree on overtime duty. If mutual agreement is they cannot reachedagree, or if the Facility Operators have private engagements occurring during the overtime period, overtime shall be assigned to available volunteers from the volunteer "overtime list," When the employee agrees to an overtime assignment, they shall be responsible for locating a replacement worker should they not wish to work the prior agreed to overtime period within two (2) working days before the assignment was to begin. To facilitate this process, the supervisor mayemployee shall have access to the volunteer "overtime list". Requested changes made prior to the two (2) working days before the overtime was to begin shall continue to be the responsibility of Management. Overtime shall be distributed as equitably as possible. When, with a minimum by reason of five workdays noticean emergency, require an employee is called from home to work overtime of two (2) hours or less, the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid hours pay at straight time rates. On emergency call outs of more than two (2) hours, all time worked shall be paid as set out as in clause or I whichever is applicable. Management will endeavour to provide twenty-four (24) hours' notice of overtime, which can be anticipated and scheduled in advance. Where Facility Operators are assigned to work during rental activities, personnel), either before or after their regular shift, or at any time, they shall be paid as per Appendix for at such work, up to a maximum of eight (8) continuous hours. After eight (8) continuous hours, the provisions of Clause shall apply. At the conclusion of the work performed during rental activities personnel), additional spent performing regular Facility Operator duties (i.e. cleaning) shall be paid according to ▇▇▇▇▇▇ Cleaner will be permitted to work scheduled overtime in conjunction with a Facility Operator or Cleaner An employee, upon commencement of employment for the first year in a permanent position, shall have access to two (2) days of sick leave for each full calendar month worked to a maximum of twenty-four (24) days. For the purpose of calculating sick leave, time on holidays, vacations and approved leaves of absence of four (4) weeks, or less, will be counted. A permanent employee with more than one (I) year of service shall have access to ninety (90) calendar days of sick leave. Upon return to regular duties following an absence due to illness, a permanent employee shall have access to: Prior to the second year of employment, any unused portion of their sick leave as per Clause In the second and subsequent years of employment as defined in Clause ninety (90) calendar days of sick leave. A permanent employee who has been absent due to illness for thirty (30)or more calendar days may be required to provide a completed Calgary Board of Education Return to Work certificate before returning to regular duties. This Return to Work Certificate shall verify that the employee is able to return to their position on a continuing basis in order to reinstate the ninety (90) calendar days of sick leave. Upon submission of a receipt for the cost of completing the certificate along with the completed Return to Work Certificate, the Calgary Board of Education shall pay an amount up to the maximum specified in the Alberta Medical Association guidelines. After ninety calendar days of continuous disability due to illness, no further salary shall be paid and upon approval of the carrier, the Extended Disability Plan shall take effect. For employees who are covered by the Extended Disability Plan, sick days accrued to December be those paid in accordance with Clause Employees shall be eligible to receive sick leave provided that the illness of the employee which necessitates the absence of the employee is attested to, in writing, by a qualified medical practitioner a registered physician, dentist or chiropractor) for the period of the employee’s straight time regular hourly rate absence. The Board may not require the attestation in accordance with Rule 60L-34the event an employee submits a signed declaration setting forth the nature of such personal illness and that the period of illness necessitating the employee’s absence is five (5) working days or less, F.A.C.A Calgary Board Education Certificate of Illness completed by a qualified medical or dental practitioner is required by the Board for sick leave, An employee who separates from where the Career Service or moves to another state agency absence is for a period in excess of five (5) working days. The information required on the completed Certificate of Illness shall be paid for all unused FLSA compensatory leave in accordance with the above.include:

Overtime. (A) The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond Section 1. All employees of the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order Agency shall be subject to a 40-hour workweek while so assignedovertime work when the efficiency or effectiveness of the Agency’s operations require that such work be performed. No employee shall refuse to work overtime unless such overtime can be shown to be an unusual burden on the employee. When such circumstances do exist, the employee shall not be required to work unless his/her absence would cause the Agency to be unable to meets its responsibilities. Section 2. The state and the Union will cooperate to secure funds for the payment Agency shall give as much notice as possible of overtime to unit employees be worked. (Assignment of overtime work, which is essentially a condition of extending the employee’s workday or involves working on a scheduled day off, shall not be considered a change of shift.) A. Except for FLSA-exempt employees, all time for which an employee is compensated at the regular straight time rate of pay including vacation leave, holidays, sick leave, compensatory time off and other paid leave shall be counted as time worked. For purposes of calculating overtime pay for FLSA-exempt employees, hours worked shall be defined as time actually worked during a work week. B. Paid sick leave shall not be counted as time worked for the purposes of overtime calculation, except that paid sick leave used shall be counted toward overtime calculation if the employee is mandated to work on a regularly scheduled day off. Section 4. The work week shall be the same as a calendar week starting at 12:00 a.m. on Monday and ending the following Sunday at 11:59 p.m. Section 5. The workday shall be a twenty-four (24)-hour period starting at the start of the employee’s assigned shift and shall remain fixed at that period for the whole of the work week except for non-regular schedules. A. FLSA Non-Exempt Employees Daily overtime for regular work schedules will be time worked in excess of scheduled hours worked per day. Overtime for non- regular work schedules will be time worked in excess of forty (40) hours in the situation described herein. workweek. Employees scheduled for less than eight (C8) hours in a day or a total of forty (40) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for hours per week within the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 employees work week shall be paid for at overtime when work exceeds eight (8) hours per day or a total of forty (40) hours per week. When a modification or temporary change in schedule is requested by an employee and approved by the employee’s straight time regular hourly rate in accordance with Rule 60L-34immediate supervisor or designee, F.A.C., An employee who separates from the Career Service or moves to another state agency overtime shall be paid for all unused FLSA compensatory leave in accordance with the aboveexcess of forty (40) hours per work week.

Overtime. Overtime shall be paid at one and one-half (A1 1/2) times the employee's regular hourly rate. Battalion Chiefs are considered “exempt” and shall not be paid overtime or for hours outside their normally scheduled hours of work except as expressly provided herein. Any additional compensation provided herein shall be calculated on the basis of a 56 hour workweek. A. Employees shall receive additional compensation for any Incident Management Team (IMT) deployment under the Oregon Fire Service Mobilization Plan or State/Federal Incident Management Team deployments from a declared conflagration outside the jurisdictional limits of Medford Fire-Rescue and any Southern Oregon Regional Hazardous Materials Team (HazMat) deployment. Compensation at a straight time hourly rate will be paid for hours deployed during normally scheduled hours of work. The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to compensated at a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half (1½) times the hourly rate for all actual time worked in the mobilization outside of the normal work schedule of that employee (including travel time to/from the incident). B. A Chief Officer backfilling for an Operations Battalion Chief participating on an IMT or HazMat will be compensated at a rate of one and one-half times (1½) their hourly rate for time worked outside of their regularly scheduled work hours. C. Duty Officer standby will be compensated with eight (8) hours of compensatory time for each hour seven (7) day assignment, will carry a paging device and be able to respond within 15 minutes of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at initial callout. D. Any pre-approved work functions beyond the employee’s straight regular day-to-day duties will be compensated with hour-for-hour compensatory time regular hourly to the nearest ¼ hour. For example, meetings, projects, training, emergency call-outs, etc. E. Any employee called back to work for operational shift work, outside the normal work schedule, will be compensated at the 56-hour base rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid at current top step (Step 5) at 1½ times for all unused FLSA hours worked. Compensatory time may not exceed 80 hours for a 40-hour week employee and 112 hours for a 56-hour employee. No compensatory leave time can be earned beyond these limits in accordance with the aboveapplying subsections C and D. In no case is an employee permitted to convert compensatory time authorized in this subsection into cash payment.

Overtime. (A) The normal workweek for each full-All time employee shall be 40 hours. (B) Work beyond worked other than the normal workweek or approved extended period shall be recognized day and week outlined in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours Article will be credited as FLSA compensatory leave credits considered overtime. Overtime will be paid at the rate of one and one-half (1%) times the normal rate except for overtime on Sunday, which will be paid at double the normal rate. Whenever possible, overtime and call back time shall be distributed equitably among those employees who normally perform the work. Regular employees within the Construction Section, Development Services Department, and those employees transferred into the Construction Section, may elect to take time off in lieu of payment for overtime. No payment shall be made for overtime hours for each hour worked by an employee who elects to take time off in lieu of overtime worked, but such overtime will be accumulated at the appropriate overtime rate. An employee will only be permitted to accumulate a maximum of 80 The accumulated overtime hours of FLSA compensatory leave credits, which may shall be taken in any increments if as time off with pay during the season which is generally the winter months. The time off periods shall be as mutually agreed to by between the employee and the supervisorappropriate Manager or designate. If mutual agreement is not reachedNo accumulation of overtime hours shall be carried beyond May of any year. because of work load or project scheduling requirements, the supervisor mayDepartment is unable to permit an employee to take sufficient time off to equal the accumulated overtime hours, payment for any accumulation of overtime hours remaining to an employee’s credit at the time of revocation or at May (at which time all outstanding hours will be paid) will be paid as soon as possible after those times and will be at the rate of pay in effect during which the hours were worked. Any hours used for time off will be considered to have been taken off in the same sequence as worked (i.e. basis). An employee with the approval of the appropriate Manager or designate may elect to use accumulated time off in lieu of overtime to maintain the wage of a minimum hour week rate when assigned to areas with the hour week. All other regular employees covered by this Agreement may elect to take time off in lieu of five workdays noticepayment for overtime worked, require to a maximum of ten (1 O) working days. No payment shall be made for overtime hours worked by an employee who elects to take time off in lieu of overtime worked, but such overtime will be accumulated at the appropriate overtime rate. The accumulated overtime hours shall be taken as time off with pay as mutually agreed between the employee and the appropriate Manager or designate, No accumulation of overtime hours shall be carried beyond six (6) months. If, because of work load or scheduling requirements, the Department is unable to use such leave credits at permit an employee to take sufficient time off to equal the accumulated overtime hours, payment for any time in increments accumulation of full workdays. However, all unused FLSA compensatory leave credits overtime hours remaining to an employee’s credit past the six (6) months will be paid as soon as possible and will be at the close rate of business on December 31 and June 30 shall pay in effect during which the hours were worked. Any hours used for time off will be paid for at considered to have been taken off in the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovesame sequence as worked (i.e. basis).

Overtime. (A) The normal workweek A. It is the intent of the parties that their mutually understood practice concerning the use of overtime and/or compensatory time prior to the Town’s recognition of the Professional Management Association shall continue on the same terms and conditions until such time as the parties mutually agree in writing to a different agreement. Hours worked for each full-the purpose of computing overtime shall include only hours actually worked in the week preceding the overtime hours and shall not include sick time. Based on this practice, those bargaining unit members who were previously eligible for overtime and/or compensatory time employee shall continue to be so eligible. Those bargaining unit members who were not eligible for overtime and/or compensatory time prior to the Town recognizing the Professional Management Association shall not become eligible for overtime and/or compensatory time as a result of this agreement. Appendix “B” is a list of positions that are eligible for overtime and/or compensatory time. B. This paragraph shall apply only to those employees who are eligible for overtime and/or compensatory time. Employees covered by the Agreement who are eligible for overtime shall be paid at a rate of 1.5 times their regular rate of pay for work in excess of 40 hours. (B) Work beyond the normal workweek or approved extended period hours in one work week. All eligible employees asked to work on a holiday shall be recognized given the regular rate of pay plus time and one-half. All work performed on Sundays or Christmas shall be two times the regular rate, except for civilian dispatchers (Article 32). Eligible employees may choose to take compensatory time in lieu of overtime pay, in accordance with Rule 60L-34the U. S. Department of Labor, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Federal Fair Labor Standards Act Act, herein referred to as FFLSA. Compensatory time shall be earned hour for hour. Compensatory time must be used prior to the end of the fiscal year in which it is applied earned. Employees who are eligible for compensatory time shall not be allowed to public employeescarry over any unused compensatory time into the next fiscal year without the prior advance approval of the Town Administrator or Department Head. ▇. ▇▇▇▇▇▇▇▇ employees called in to work for emergencies (Dincluding but not limited to: fire, storm, natural disaster, terrorist attack) If after the agency employee has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, left work at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will a normal working day shall be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with paid a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits four hours at the close of business on December 31 applicable overtime rate. This language shall apply to the following positions only: plumbing and June 30 shall gas inspector; wiring inspector; public health nurse; IT assistant, local inspector and, health inspector. D. All overtime must be paid for at approved by the employee’s straight time regular hourly rate Department Head or Town Administrator in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveadvance.

Overtime. I. Administration – It is the policy of the City that overtime work is to be kept to the minimum consistent with protection of life, property, and the efficient operation of the departments and activities of the City and that overtime work be compensated for by time off wherever practicable. All work requiring any employee to work overtime hours must be approved by the Department Head or his/her designated representative prior to the work being performed, with the exception of emergency situations. In the event compensatory time off is used as the method of compensating for overtime, these hours may be accrued in a bank with a cap of two hundred (A200) hours. Employees may cash out any hours in excess of one-hundred (100) during any pay-period. The normal workweek number of hours that the employee requests to cash out must be indicated by them on their timesheet. Employees may not use compensation time, holiday bank, or vacation time for each full-the purposes of working an overtime assignment unless mutually agreed upon by the department and the employee. Employees leaving the municipal service with accrued hours of compensatory time employee off, shall be 40 hourspaid at the employee’s current rate of pay for all accrued hours upon termination. (B) Work beyond A. Overtime shall commence at the normal workweek time an employee reaches the place where he/she is directed to report and shall continue until he/she is released or approved extended period the work is completed whichever is the earlier except as follows: 1. Employees who attend court outside of Kings County or mandatory training, except a basic academy, shall be recognized in accordance receive FLSA overtime consistent with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall existing law. B. Overtime immediately following a regularly scheduled duty shift will not be subject to a 40-minimum hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described hereinguarantee. (C) The Union agrees to support those changes C. It is understood that effective with ratification of the predecessor agreement of February 17, 1998, any hours in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employeesa compensatory bank are non-FLSA hours. (D) If the agency has a plan approved II. Traditional Work Schedule - Employees shall receive overtime compensation for time worked in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used excess of one duty shift and/or five duty shifts as described below: An employee who is filling an included position maydefined above, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one time and one-half (T1/2) their base hourly rate, or time and one-half (T1/2) compensatory time off, at the discretion of the Department Head. All hours except sick leave, shall count as hours worked for each overtime purposes. III. Alternative Work Schedule - Employees shall receive overtime for time worked in excess of one duty shift and/or three twelve (12) hour shifts in a thirty-six (36) hour week or three twelve (12) hour shifts and one eight (8) hour shift in a forty-four (44) hour week at time and one-half (T1/2) their base hourly rate or time and one-half (T1/2) compensatory time off, at the discretion of overtime workedthe Department Head. An employee will only be permitted may not work back to accumulate back shifts. To help insure an employee is adequately rested, management may adjust schedules of affected employees to insure a maximum minimum of 80 eight (8) cumulative non-work hours of FLSA occur between shifts. An employee may utilize earned vacation time or earned compensatory leave credits, which may be taken in any increments if agreed time to accomplish this purpose. Overtime hours earned by the employee and may also be used to offset hours needed to achieve the supervisorrequired rest period as approved by his/her Department Head or designee. If mutual agreement is Duty shift overtime assignments shall not reached, the supervisor may, with exceed two (2) hours immediately following or prior to a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysregularly scheduled twelve (12) hour shift unless approved by his/her Department Head or designee. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 Outside assignments shall be paid for at limited to non-duty days. Outside overtime assignments include duty shift coverage, parades, ball games, etc., or any other prescheduled overtime. IV. Training - employees who attend training programs, meetings, lectures and similar activities outside their regular working hours shall receive overtime compensation if the training meets the following criteria: A. Training is approved and required by the employee’s straight time Department Head. B. Training is directly related to the employee’s present job. C. Training could not be obtained during the employee’s regular hourly rate in accordance with Rule 60L-34working hours. If employees on their own initiative attend independent schools outside of their regular working hours or work tour, F.A.C.they shall not receive overtime compensation, An employee who separates from even if the Career Service or moves courses are related to another state agency their jobs. V. Compensatory Time Off ("CTO") shall be paid for all unused FLSA compensatory leave granted if requested fourteen (14) days in accordance with advance of the aboveeffective date, unless it would cause an "undue disruption" to the department. An undue disruption shall be defined as CTO which would result in staffing levels falling to more than one officer below minimum staffing. The cost of filling back overtime does not constitute an undue disruption. A request made within fourteen (14) days of the effective date to be off may be granted at the sole discretion of the Department. Once granted, CTO shall not be cancelled unless there is an emergency. An emergency may include a critical incident. Examples of such include but are not limited to, natural disasters, officer involved shooting, major crime event, riot or demonstration, air crash, act of terrorism, fire or explosion or an event which causes staffing levels to drop below their prescribed minimums during specified holidays, as defined in the department general orders manual Section 8.1.

Overtime. (A) The normal workweek for each full-time employee Section 1. All overtime duty shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits paid at the rate of of[a] one and one-half hours for each hour of overtime worked[1.5] multiplied by; [b] the employee's regular hourly rate plus other sums required by law ["Overtime Rate"]. An employee will only The employee's regular hourly rate shall be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken determined by dividing the appropriate rate shown in any increments if agreed to Article XVIII by the employee and the supervisor. If mutual agreement is not reached2005, the supervisor may, with a minimum regular number of five workdays notice, require hours in the work year [8.25 hours per shift times 243 shifts per year] except for the Lieutenant whose rate shall be determined based on his/her work year (2080 hours]. Each employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at (except for the close of business on December 31 and June 30 Lieutenant who is covered by Article XVI Section 5 shall be paid for at the Overtime Rate whenever, at the discretion of the Chief of Police or his designee, the employee comes to or remains on duty before or after shift or works more than four shifts in any regular six day shift cycle or works on the employee’s straight 's regular days off. An employee's request for compensatory time in lieu of overtime shall be granted unless it results in overtime payment for the employee or for his or her replacement. Section 2. Employees who may work on their regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency days off shall be paid for all unused FLSA compensatory leave in accordance not less than four [4] hours pay at the Overtime Rate. Section 3. When an employee is required to return to duty to perform overtime duties on a regular working day and when the overtime hours so worked are not continuous with the aboveemployee's regular duty hours, he shall be paid at no less than four [4] hours pay at the Overtime Rate. Section 4. Overtime pay shall not be subject to the minimum hours provisions when such overtime results from extending a tour of duty on any shift to properly complete an investigation or work assignment or to bring an employee on-duty prior to commencement of shift, providing it is contiguous with the regular schedule or hours. Employees shall only be paid for the hours worked in excess of the regular hours or work scheduled. Section 5. For purposes of this Article overtime shall commence when either beginning work or ending work at least fifteen [15] minutes before or after the regular 8.25 hour (8:00 hours for Lieutenant) work day,

Overtime. (A) The normal workweek for each full-time employee Firefighting Units Members who are required to work thirty (30) minutes or more beyond their regular work shift shall be 40 hourspaid at the rate of time and one half (1.5) for one (1) hour. All time worked beyond one (1) hour shall be paid at the rate of time and one-half (1.5) for the time worked. (B) Work beyond the normal workweek or approved extended period Forty Hour Employees. Employees normally working a forty (40) hour work week shall be recognized compensated at their option at the rate of time and one half (1.5) for all hours worked in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency excess of forty (40) hours per week or compensation time at time and one half. In the event the forty (40) hour employee is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate unable to secure funds the compensation time on days acceptable to him/her, the employee may opt for the payment of overtime to unit employees in the situation described hereinpay. (C) The Union agrees Overtime specified in subsections A and B above will only be paid up to support those changes and including the rank and pay grade of Captain, except in Rule 60L-34the instance when an Battalion Chief is utilized on scene to assist the incident Commander/on duty Battalion Chief (D) As to overtime, F.A.C.shift duty personnel shall be hired on a rotating basis using the system now in effect by seniority within each group. Starting initially by seniority from a newly established list containing the names of all members and on completion of the list each time, that may be required in order for every member shall have been given an opportunity to work overtime. Any member who elects to reject such opportunity to work overtime, pursuant to the state to be provisions of this subsection, and in compliance with the Fair Labor Standards Act as it is applied to public employeesexisting overtime agreement, shall be placed at the bottom of the rotating list. The Chief shall determine when and how overtime shall be assigned for staff positions. (DE) When the rotating overtime list is exhausted and no members accept overtime, the Battalion Chief shall poll the on-duty group for volunteers. If no volunteers are available, the agency has junior man on that group shall work the overtime. (F) Members shall have the option of receiving compensatory time (CT) off in lieu of overtime pay. Members will be allowed to accumulate and use a plan approved in advance by the DMS, FLSA compensatory leave credits total of ninety six (96) hours per fiscal year. All CT accrual balance shall be granted, administered, and used as described below: An employee paid out at time of employment separation for any member who is filling an included position may, at the end of the approved extended period if mutually agreed on injured on duty (IOD) status and is unable to by the employee and supervisor, waive payment for overtime and have the overtime hours credited discharge said CT prior to “FLSA compensatory leaveseparation. If such approved election is made, the overtime hours Compensatory time will be credited as FLSA compensatory leave credits allowed on any day or night except July 4th, Thanksgiving, Christmas and New Year's Day, this includes all shifts extending into said holidays. Compensatory time shall be charged at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays noticefour (4) hours when used. Such leave shall be granted on a first come first serve basis. If a member takes off more compensatory time than entitled to, require the employee member after returning to duty shall pay the time back to the department, when he/she works the next overtime shift, time for time. A member must use such leave credits all his remaining compensatory time prior to resignation or retirement. (G) There shall be no limit as to the number of members on the department who shall be allowed off on Compensatory Time, provided that members on Vacation take priority and there shall be no more than nine (9) members off duty in total at any given time in increments from all forms of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the above.(i.e.

Overtime. (A) The normal workweek for each fullSECTION 40.1 When a Full-time employee is required to work beyond the limits established by the Fair labor Standards Act, he/she shall be 40 compensated at the rate as calculated on Article 33, Section 33.5 for all such excess hours worked. The work period shall be twenty-eight (28) days for purpose of calculation. SECTION 40.2 Except as provided in Section 33.5, for the purpose of calculating overtime compensation, such compensation shall be based upon all hours for which an employee is paid in a given work period, notwithstanding the fact that the employee may not have worked because of being paid in leave status. Hours in paid leave status shall include hours spent in the following approved leaves: sick leave, military leave, funeral leave, jury / witness leave, holiday leave, vacation leave, union leave, compensatory leave, and personal leave. In other words, those approved leaves of absences shall be considered as hours worked when computing an employee’s entitlement to overtime compensation. An employee also shall be entitled overtime compensation for all hours he or she is required to work beyond his or her normal regular scheduled work hours. SECTION 40.3 Notwithstanding the requirements contained in Section 33.5, an employee who voluntarily works overtime on his or her normally scheduled off-duty day, but who fails to work, due to a non-work related injury or illness, on his or her regularly scheduled on-duty day both immediately before and immediately after such overtime day, shall not be entitled to overtime compensation for working on the off-duty day, unless by working on such day (Bwithout regard to the hours on paid sick leave), the employee shall have been in active paid status in excess of 212 hours in the particular twenty eight (28) Work day work period. SECTION 40.4 When any Full-time employee works any overtime above and beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, howeverhis normally assigned shift, that when an emergency is declared by employee will have the Governor and funds are availablechoice of being compensated as stated in Section 33.5 of this Article, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by or the employee and supervisor, waive payment for overtime and have the overtime hours credited may choose to “FLSA collect compensatory leave. If such approved election is made, the overtime hours time which will be credited as FLSA compensatory leave credits given at the a rate of one and one-a half (1 ½) times the actual time worked. SECTION 40.5 The local shall maintain a list of bargaining unit employees, and use it to fill overtime positions: A. When overtime is available, a union representative shall use the call list of bargaining unit members to fill the overtime position. B. If he is unable to contact that employee, or the employee turns down the overtime, he may then proceed down the list until he fills the overtime position. C. If “he” is unable to fill the position from the list of bargaining unit employees; “he” will then force the bargaining member highest on the call list for the hours needing filled. D. All employees shall answer phone calls made by the Department for each hour of overtime workedovertime, or promptly call the Department back. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave creditsCell phones, which paging, texting, and email may be taken in any increments if agreed used to obtain overtime. E. All fulltime members have one (1) hour to call back to pick up shifts once a message is left up until 1500. Any member called for overtime after 1500 hours and before 1900 hours has thirty (30) minutes to call back to pick up shifts. After 1900 hours the night before a shift is to be filled “emergency” move on can be initiated. It is each individual member’s responsibility to have voice mail capabilities. F. Whenever a full time member is going on “extended leave” (over six (6) work days) there will be a text and email sent out to all full time members stating a date and time to be by there phones until all overtime is filled. It is understood that the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 first immediate shift shall be paid covered using article 40.5E. As well, it is understood that department “business” may change initially agreed upon time for at the employee’s straight calls to start. G. Over time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves shifts can be traded for equal time up to another state agency twenty-four (24) hours between fulltime members. A Maximum of one (1) shift every Three Hundred and Sixty five days per member shall be paid allowed. It is the responsibility of each full time member to keep track of his or her trades. H. When a fulltime member is off on approved Trade, Vacation, Compensation, Sick, or Bereavement time he or she shall not be forced for all unused FLSA compensatory leave in accordance with the above.two (2) calendar days before approved time off as well as two

Overtime. (Aa) The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, All employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits paid overtime at the rate of time and one half of their base hourly rate of pay for each hour worked in excess of 40 hours in any one-work week. (1) Except as otherwise provided in this Subsection, at the option of the employee, in lieu of payment for overtime, the County shall grant compensatory time at a rate of time and one-half hours for each hour worked in excess of 40 hours in one week, not to exceed a total accrual of 100 hours. When scheduling use of compensatory time, the supervisor shall attempt to accommodate the wishes of the employee. Compensatory hours not used within six months of the date that they are earned shall be paid to the employee at the prevailing overtime workedrate. An employee will only be permitted to accumulate a maximum of 80 Compensatory hours of FLSA compensatory leave credits, which may can be taken in any increments if periods of one-half (1/2) hour or more. (2) Except as provided in Section 8.10 or for snow removal-related work, employees ordered to work overtime for another department shall have the option of accepting compensatory time in lieu of paid overtime. Employees who volunteer to work overtime in work units other than those to which they are normally assigned shall not have the option of accepting compensatory time but shall be paid overtime for the work performed in the other unit. (c) Scheduled overtime is overtime which is scheduled at least 48 hours in advance. As provided under rules mutually agreed to upon by the employee Union and the supervisor. If mutual agreement County, if a supervisor is not reachedunable to fill a shift with scheduled overtime from within the specific work unit, the supervisor maymay fill the shift with employees from other work units. (d) A roster for overtime will be established and posted at each work site to ensure that overtime is administered fairly. Overtime will be made available on an equal basis to all qualified employees. An employee's refusal of overtime, with as well as his being on a minimum of five workdays noticeleave status when overtime would otherwise be offered, require counts the same as if the employee had worked overtime for purposes of record keeping. (1) A separate roster of qualified employees will be established when overtime is expected for duties not typically associated with the employee’s position, work site or general assignment. (2) The overtime roster shall allow for 3085 bargaining unit members to use voluntary opt-out of the roster rotation negating the requirement to call for an overtime situation. The County may reopen this provision in the event that such leave credits at any time opt-out provision fails to relieve the timeliness of assembling a work crew. The County shall notify the union no less than 30 days prior to July 1, 2010 of their intent to reopen this provision. (3) Employees, including those that have opted out of normal overtime opportunities may not opt out for emergency related assignments as defined in increments Section 8.10 (a). Once contacted or notified the employee shall be required to report for duty. The overtime roster shall be reset to zero on July 1st of full workdayseach calendar year. HoweverEach July 1st, all unused FLSA compensatory leave credits the overtime roster will reset the opportunity number to 0. (e) If an employee at the close of business Wastewater Treatment Plant is scheduled to work a shift beginning between 3:00 PM and 8:59 PM on December 31 Sunday and June 30 is required to stay over to work the following shift, representing a new pay period, the employee shall be paid for at a rate of time and one half the employee’s straight time regular base hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from of pay for the Career Service or moves to another state agency hour(s) worked during the subsequent contiguous shift. (f) A copy of the overtime roster for each work location shall be paid for all unused FLSA compensatory leave in accordance with provided to the aboveUnion on a monthly basis.

Overtime. (AA. Employees covered by this Agreement will be compensated for overtime based on hours worked in excess of a tour of duty as provided under Section 7(K) The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act (FLSA). A tour of duty for purposes of this provision shall consist of eighty-four (84) hours worked in a fourteen (14) consecutive-day work period, or such other tour of duty as it is applied may be established by the County within the options provided under Section 7(K). The time worked over eighty (80) but less than eighty-four (84) hours in an employee’s tour of duty shall be taken hour for hour as flex-time off to public employees.be scheduled by mutual agreement between the employee and supervisor during the tour of duty. Flex-time not taken during the tour of duty will be paid for at straight time as of the applicable pay date. Overtime for time worked in excess of an employee’s tour of duty will be calculated at the rate of time and one-half and will be taken or paid for as determined under section B. (D) If B. Except in emergency situations, all work performed in excess of the agency has a plan approved specified tour of duty must be authorized in advance by the DMS, FLSA compensatory leave credits shall supervisor. Emergency overtime work must be granted, administered, and used as described below: reported to the supervisor within two (2) of the employee’s work days of its occurrence. An employee who is filling an included position may, at the end works overtime in excess of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA his/her tour of duty shall be granted compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour time off in lieu of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave creditspay, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight option and with supervisory approval. Compensatory time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance taken as scheduling permits and with the aboveapproval of the supervisor. Nothing in this article will be construed to modify the basic workweek schedule, an employee’s obligation to account for his/her time, or the role of the supervisor in approving work outside an employee’s basic daily or weekly work schedule.

Overtime. (A) The normal workweek A. All hours worked over 40 in a continuous seven-day period as specified in Section 5 of this Agreement will be compensated at 1-1/2 times the hourly rate in effect for each full-time employee classification. All hours worked in excess of eight hours per day shall be 40 hourscompensated at 1-1/2 times the hourly rate in effect for each classification. Time off with pay, i.e., sick allowance, personal leave, vacation or holiday earned credit shall be considered time worked for the purpose of computing overtime unless stated otherwise in this Agreement. If a shift employee is scheduled to work a shift schedule with six days in a work week, overtime compensation for the sixth day will be paid providing the employee has worked the other five scheduled days within that particular work week. Time off with pay, i.e., sick allowance, vacation, or holiday used will not count as hours worked in determining eligibility for overtime compensation during scheduled six-day weeks. If an employee is required to work a double shift, he/she shall be compensated at 1-1/2 times the rate in effect for the second shift worked. If an employee is called into work on a scheduled day off, he/she shall be compensated at 1-1/2 times the rate in effect for hours worked on that particular day. (B) Work beyond B. No overtime credit will be allowed for travel time for scheduled overtime. No overtime will be allowed for travel time that is an extension of a working day continuing after quitting time. Overtime credit will be allowed for travel time for employees called in at the normal workweek or approved extended period direction of management for unscheduled overtime which precedes the employee's regular starting time. Employees working such unscheduled overtime shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned receive one hour of travel time to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34assignment, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours times the hourly rate. C. If an employee is called to report for work at an unscheduled time at the direction of management and which requires an extra trip, he/she shall be compensated at the rate of 1-1/2 times the hourly rate for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, worked with a minimum of five workdays noticefour (4) hours. The minimum credit of four hours includes travel time. Employees working unscheduled overtime at the direction of management which requires an extra trip shall receive one hour of travel time to the unscheduled overtime assignment and one hour of travel time returning home from the unscheduled overtime assignment at the rate of 1-1/2 times the hourly rate. Where employees have access to a time clock, require employees must clock in and clock out when working unscheduled overtime. An employee called in to work overtime after the end of the last workday prior to the overtime will be considered as working unscheduled overtime. An employee scheduled to work overtime prior to the end of the last workday preceding the overtime will be considered working scheduled overtime. D. Overtime is to be distributed equally among the employees within each section so far as is practical. A listing of current overtime totals used to determine overtime distribution will be provided to employees upon request. Additionally, a listing of overtime totals used to determine overtime distribution will be posted monthly in a location designated by the supervisor. Any section that currently has the capability, and any other section that determines it is feasible to post this list electronically as a read only format on-line, will do so. The Union acknowledges that the posted overtime list is for informational purposes only, and is only accurate as of the time of the posting. E. An employee working a double shift on a shift assignment will be allowed to leave the plant grounds for supper (not to exceed one [l] hour), with the permission of the immediate supervisor, provided that in doing so, he/she does not disrupt the work schedule. Time spent for supper on the second of the two shifts worked will be considered time worked. Time spent for supper on the second of the two shifts worked may not be taken in the last hour of that shift. The employee must be present to make their relief with the employee coming on duty. F. Non-shift employees who work overtime as an extension of their workday may leave the plant for supper with the permission of their immediate supervisor. Time spent for supper shall not be credited as time worked, and shall not exceed one (1) hour. G. Shift personnel should be discouraged from trading shifts. In personal emergencies, the trading of shifts will be permitted provided the approval of the supervisor in charge is received in advance. ▇. ▇▇▇▇▇ employees who actually work on holidays shall receive one and one-half times the hourly rate for the hours worked as well as eight (8) hours "holiday earned" credit. Shift employees not scheduled to work on a holiday will be credited for eight (8) hours "holiday earned." All "holiday earned" time in excess of 100 hours must be used before the end of the next quarter. Any employee whose "holiday earned" balance is greater than 100 hours on July 1, 1985, may maintain that balance; however, any additional "holiday earned" time must be used before the end of the next quarter. "Holiday earned" time off shall be scheduled with the approval of the immediate supervisor, with every reasonable effort being made to allow the employee to use have the day of his or her request. An employee who fails to request required "holiday earned" time off by the end of the next quarter will be assigned a date upon which to take such leave credits time off. Employees working in an acting capacity on a holiday will receive acting pay for the holiday and additionally shall receive acting pay for the holiday earned. I. When an employee works a double shift on a scheduled holiday, such employee shall be compensated for his/her own shift and at 1-1/2 times the hourly rate for the second shift plus eight hours "holiday earned" time. ▇. A shift employee who does not report for his/her regular shift on a scheduled holiday shall be coded, "Absent, No Pay," irrespective of any overtime or vacation credit he/she may have coming. An employee reporting sick on a holiday will be marked "Holiday," providing he/she is able to substantiate upon return to work that he/she was, in fact, sick. K. In the event of a "short change over" (less than sixteen [16] hours between working shifts), "overtime" compensation will be paid at 1-1/2 times the hourly rate. When a day employee is assigned to shift work on the following day shift, such assignment will not be considered a "short change over.” When an employee is assigned to work a “double shift”, such assignment will not result in a “short change over.” L. In the case where an employee is requested to report to the Main Office on his/her relief day, he/she shall be compensated by allowing mileage each way and overtime at the rate of 1-1/2 times the hourly rate for every one hour spent on District business. M. Compensation shall not be paid more than once for the same hours under any provision of this Agreement. N. Employees who work overtime will have the option of substituting two (2) hours of compensatory time for the one and one half (1-1/2) times the hourly rate as overtime compensation if approved by the supervisor. The option will be made on the day the work is performed, and so coded on the daily time sheet. No change will be allowed following coding by the supervisor. Compensatory time off shall be scheduled with the approval of the supervisor. The supervisor will make every effort to accommodate such request. Compensatory time must be taken off before the end of the calendar quarter following the quarter in which the compensatory time was earned. Where necessary, a supervisor may schedule an employee to be off on compensatory time in increments order to meet this requirement. The maximum accrual for compensatory time is 240 hours. The option of full workdays. Howeverchoosing compensatory time will not apply to premium time described in Section 6H or to overtime that is a part of the regular shift schedule. O. If an employee is scheduled for overtime and required to meet with the Law Department on the employee's regular day off or outside the employee's normal working hours, all unused FLSA compensatory leave credits such employee will be compensated at the close rate of business 1-1/2 times the hourly rate, or holiday pay as defined in this Section if such meeting(s) is scheduled on December 31 a holiday (excluding optional holidays) as defined in Schedule A, Paragraph 4, Holidays, for each hour traveled and June 30 time spent meeting with the Law Department. P. During the term of this agreement, the District and the Union agree to discuss issues regarding procedures and past practices as they relate to paragraph D of this section using a Labor-Management Committee. The purpose of the Committee, therefore, is to discuss issues concerning the distribution of overtime and attempt to resolve these issues. The Committee shall be paid for at consist of staff from the District’s Labor and Employee Relations Section, appropriate staff from applicable District departments and representatives from the Union. The use of the Labor-Management Committee does not interfere with an employee’s straight time regular hourly rate 's right to file a grievance in accordance with Rule 60L-34, F.A.C., An employee who separates from Section 19 of this Agreement and does not diminish in any way the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave rights of the District as stated elsewhere in accordance with the aboveAgreement regarding overtime.

Overtime. (A) The normal workweek for each full-time A. An employee shall be 40 hourscompensated at the rate of time and one-half his/her regular rate of pay for authorized overtime work performed in excess of forty (40) hours per week. (B) Work beyond the normal workweek or approved extended period B. An employee whose regular work week is less than forty hours shall be recognized compensated at his/her regular rate for authorized overtime work performed up to forty (40) hours per week that is in accordance with Rule 60L-34excess of his/her regular work week. C. Compensatory time off, F.A.C.; provided, however, that when an emergency is declared computed at time and one-half in lieu of overtime compensation may be authorized by the Governor CEO upon request of the employee. D. The CEO shall not, for the purpose of avoiding overtime, curtail or modify the scheduled hours of an employee during the remainder of the work week in which the employee has previously worked hours beyond his/her normally scheduled workday. E. With the exception of paid sick and funds are availablefamily sick leave, employees who are assigned all time for which a unit member is on paid leave status shall be considered time worked for the purpose of calculating overtime compensation. If sick leave is taken in a week of mandatory overtime, an employee may substitute three (3) days per year for alternative time (vacation, holiday, compensatory, or personal time) and up to the emergency area described in the Governor’s Executive Order two (2) days per year of sick time (with medical evidence provided). Implementation of this provision shall be subject to guidelines developed by the Labor/Management Committee. F. There shall be no duplication or pyramiding of the premium pay for overtime work provided for in this Agreement. G. Overtime shall be distributed as equitably and impartially as practicable among employees in each work location who ordinarily perform such work in the normal course of their work week. In the case of special events, overtime should first be offered to the primary person responsible for scheduling/planning the event. Department heads and Union representatives at each location shall work out procedures for implementing this policy of distributing overtime work. Such policies shall be approved by the CEO. H. The CEO shall make every effort to send out checks for overtime work no later than the first payroll period following the payroll period of the overtime work, but in no event later than the second payroll period thereafter. I. Overtime worked by members of the bargaining unit shall be posted or made available on a 40-hour workweek while so assigned. The state and monthly basis, to the Union President. J. An employee may not refuse to perform compulsory overtime except for reasons acceptable to the CEO when it is determined by the CEO that the work must be performed on an overtime period or involves the protection of persons or property of the University. Prior to invoking compulsory overtime, if safety and security permits, the CEO will cooperate solicit volunteers using the procedures developed by the University in Part G of this Section. If volunteers are not available, the CEO will order in an employee to secure funds for the payment of overtime to unit employees perform such work in the situation order of inverse seniority. Failure on the part of an employee to work an overtime assignment as described hereinabove without such reason shall be wrongful and may result in the imposition of disciplinary measures. (C) K. The Union agrees provisions of this Section shall not apply to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employeesemployees on full travel status. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the above.

Overtime. (A) The normal workweek Every employee who is required to work overtime shall receive compensating time off in lieu thereof, or, at the discretion of the Chief Librarian & CEO, be paid for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described such overtime in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein.following manner: (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: 9.4.1 An employee who is filling an included position may, at the end required to work overtime in excess of the approved extended period if mutually agreed to by employee's normal working hours (as set out in Clause 8.1 hereof) shall be paid at one and one-half (1½) times the hourly rate of the employee and supervisor, waive payment for computed on the basis of the normal working hours. All overtime and have worked by an employee in excess of four (4) hours in any normal work week shall be paid at double the overtime hours credited to “FLSA compensatory leave. If such approved election is made, hourly rate of the overtime hours will employee computed as aforesaid. 9.4.2 An employee who works on the first scheduled rest day immediately following the employee's normal work week shall be credited as FLSA compensatory leave credits paid at the rate of one and one-one- half (1½) times the employee's hourly rate of pay for the first four (4) hours of work performed and double the hourly rate of pay for each hour the remainder of overtime workedthe time worked on that day, unless the employee has worked the normal work week at the regular rate of pay plus overtim e in that week, in which event the employee shall be paid in accordance with Clause 9. 4.1. Notwithstanding the foregoing provisions of this Clause 9.4.2, an employee shall be paid double the hourly rate of pay for all time worked on the first scheduled rest day after twelve o'clock noon of that day. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by who works on the employee and second scheduled rest day following the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 normal work week shall be paid for at double the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., of pay for all work performed on that day. 9.4.3 An employee who separates from is to receive compensating time off in lieu of being paid overtime shall be given compensating time off equivalent to the Career Service or moves number of hours for which the employee would have been paid for the overtim e so worked (such overtime shall be calculated in the manner set forth in Clause 9.4.1). Provided, however, that on the pay day following the pay period in which September 1st falls in each year of this Agreement, every employee who has accumulated overtime up to another state agency and including May 31st of the same year (for which the employee has not been compensated) shall be paid in cash for all unused FLSA compensatory leave in accordance with such overtime at the aboverate at which it was earned. An employee shall not take any compensating time off without first receiving the agreement of the supervisor.

Overtime. (A) The normal workweek for each full-time employee 10.1 Employees shall be 40 hourswork reasonable overtime when required by the employer. (Ba) Work beyond Subject to paragraph (b) hereof all time worked by employees in excess of the normal workweek or approved extended period rostered daily ordinary hours of work shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight rate of time regular hourly rate and one half for the first two hours and double time thereafter in accordance with Rule 60L-34, F.A.C., An employee who separates from respect of each overtime shift worked or in respect of overtime worked prior to or at the Career Service or moves to another state agency conclusion of a normal shift. Provided that overtime worked on Sundays shall be paid for all unused FLSA compensatory leave at the rate of double time and on public holidays at the rate of double time and one half. The ‘rostered daily ordinary hours of work’ shall be deemed to have a minimum of 8 hours for the purposes of the calculation of the payment of overtime penalties in accordance with this clause. (b) All time worked by permanent part time employees, in excess of the aboverostered daily ordinary hours of work prescribed for the majority of full-time employees employed on that shift in the ▇▇▇▇ or section concerned shall be paid for at the rate of time and one half for the first two hours and double time thereafter except that on Sundays such overtime shall be paid for at the rate of double time and on public holidays at the rate of double time and one half. The ‘rostered daily ordinary hours of work’ shall be deemed to have a minimum of 8 hours for the purposes of the calculation of the payment of overtime penalties in accordance with this clause. Time worked up to the rostered daily ordinary hours of work prescribed for a majority of the full-time employees employed on that shift in the ▇▇▇▇ or section concerned shall not be regarded as overtime but an extension of the contract hours for that day and shall be paid at the ordinary rate of pay. 10.3 An employee recalled to work overtime after leaving the employer's premises shall be paid for a minimum of four hours work at the appropriate rate for each time so recalled. If the work required is completed in less than four hours, the employee shall be released from duty. 10.4 An employee required to work overtime following on the completion of their normal shift for more than two hours shall be allowed twenty minutes for the partaking of a meal and a further twenty minutes after each subsequent four hours overtime. All such time shall be counted as time worked; provided that benefits of this subclause shall not apply to permanent part time employees, until the expiration of the normal shift for a majority of the full-time employees employed on that shift in the ▇▇▇▇ or section concerned. 10.5 An employee recalled to work overtime after leaving the employer's premises and who is required to work for more than four hours shall be allowed twenty minutes for the partaking of a meal and a further twenty minutes after each subsequent four hour's overtime; all such time shall be counted as time worked. 10.6 The meals referred to in subclauses 10.4 and 10.5 of this clause shall be allowed to the employee free of charge. Where the hospital is unable to provide such meals, an allowance per meal of the sum set out in Table 2 - Other Rates and Allowances, shall be paid to the employee concerned. 10.7 Where an employee is required to work an overtime shift on his or her rostered day off, the appropriate meal breaks for that shift, as prescribed by Clause 8, Hours, shall apply. 10.8 If an employee is recalled to duty during a meal break, they shall be paid at overtime rates for the total period of the meal break. 10.9 An employee who works so much overtime: (a) between the termination of their ordinary work on any day or shift and the commencement of their ordinary work on the next day or shift that they have not had at least eight consecutive hours off duty between these times; or (b) on a Saturday, a Sunday and a holiday, not being ordinary working days, or on a rostered day off without having had eight consecutive hours off duty in the twenty-four hours preceding their next day or shift; shall subject to this subclause, be released after completion of such overtime until they have had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. If on the instruction of the employer such an employee resumes or continues to work without having such eight consecutive hours off duty they shall be paid at double time of the appropriate rate applicable on such day until they are released from duty for such period and they then shall be entitled to be absent until they have had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. 10.10 In lieu of receiving payment for overtime in accordance with this clause, employees may be compensated by way of time off in lieu of overtime on the following basis: (a) Time off in lieu of overtime must be taken within two months of it being accrued at ordinary rates. (b) Where it is not possible for an employee to take the time off in lieu of overtime within the two month period, it is to be paid out at the appropriate overtime rate based on the rates of pay applying at the time payment is made. (c) Employees cannot be compelled to take time off in lieu of overtime. (d) Records of all time off in lieu of overtime owing to employees and taken by employees must be maintained by the employer.

Overtime. (Aa) The normal workweek If an Employee works: Up to 40 hours a week - Employees can claim equivalent time off only. 41 hours and up - Employees can claim time and one half in equivalent time off or equivalent pay. For the purpose of calculating an Employee’s entitlement to overtime pay or lieu time, it is agreed that during the term of the contract, the regularly scheduled hours for each full-time employee Employees will be seventy (70) hours over a two (2) week period (meal times excluded). The regularly scheduled hours for part-time Employees will be set out in their job description. All Employees shall have four (4) days off within this period. It is understood that for most Employees these days off will be 40 hoursSaturday and Sunday. A week is defined as beginning Sunday and ending Saturday. The above provisions in this 18.02 (a) do not apply to shift workers who work at the YWCA Women’s Shelter, YWCA Arise and 1st Stop Woodlawn and the Life Skills Trainers whose hours will be averaged according to their shift schedule rotation. (Bb) Work beyond In a situation where Management requests an Employee to work in addition to her regular work day, straight time will be paid for the normal workweek or approved extended period first two (2) overtime hours; time and one half (1½5) will be paid for any time over the first two overtime hours. No Employee shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned penalized for refusing to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described hereinwork overtime. (Cc) The Union agrees to support those changes in Rule 60L-34An Employee’s hours of work per day may vary, F.A.C., that but there can be no accumulation of unauthorized overtime at the end of each month. An Employee may be required in order for the state to be in compliance with the Fair Labor Standards Act as not accumulate overtime unless it is applied to public employees. (D) If the agency has a plan approved authorized in advance by the DMSEmployee’s Manager or her designate, FLSA compensatory leave credits or in the case of an emergency. On the Employee’s next working day after the emergency, she shall provide a written explanation to her Manager or her designate for any unauthorized overtime earned. (d) The maximum number of hours of overtime to be grantedaccumulated as time in lieu of pay is thirty-five (35) hours. At no point should overtime exceed 35 hours in total, administered, save and used as described below: An employee who except special circumstances with authorization from the Manager or her designate. Overtime in excess of the 35 hours must be paid and is filling no longer credited to an included position may, Employee. (e) All lieu time off is to be taken at the discretion of the Employee with the approval of the Manager or her designate. (f) Lieu time off in compensation for authorized overtime must be taken within three (3) months of the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have week in which the overtime hours credited was performed. Further extensions of time, to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours twelve (12) months from the end of FLSA compensatory leave creditsthe week in which the overtime was performed, which may be taken in any increments if agreed to in writing between the Employee and her Supervisor. Such agreement shall not be unreasonably withheld by either party. (g) When an Employee intends to leave the employee and employ of the supervisorEmployer, she is encouraged to take any accumulated compensatory time as part of the notice period. If mutual agreement is not reachedOn the date of severance, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at she shall receive cash payment for any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 overtime. (h) There shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service no doubling or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovepyramiding of premium compensation.

Overtime. (A) Section 1 The normal workweek shall be construed as being 41 y.. hours per pay period for all sworn personnel and non-sworn supervisory personnel. The workweek for each full-time employee all other members of the unit shall be 40 hourshours or less per pay period as may be prescribed by the Chief of Police. Overtime shall be designated as authorized work performed in excess of 41 y.. hours per week for FLSA-Non-exempt sworn personnel and non-sworn supervisory personnel, and 40 hours per week for all other FLSA-Non-exempt personnel. (B) Work beyond the normal workweek or approved extended period Section 2 All overtime shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, compensated at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one time and one-half the employee's regular hourly rate as determined by the pay scale established in the Appendix to this Agreement, excepting as otherwise provided herein. Section 3 FLSA-Non-exempt employees called back to work after completing their regular tours of duty shall be compensated for a minimum of three (3) hours at their overtime rate of pay as provided herein. Section 4 In recognition of the FLSA-Exempt status of the Captain and Police Prosecutor positions, the affected employees shall continue to perform their respective duties in accordance with current practices excluding premium payments for overtime hours. Section 5 From the date of the signing of this Agreement moving forward, compensatory time of 1.5 hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum time worked in excess of 80 hours of FLSA compensatory leave credits, which an employee's regular work week may be taken in any increments if agreed to by accrued and used upon agreement of the employee and the his/her immediate supervisor. If mutual agreement The work week is not reacheddefined in Section 1, Article VI of the supervisor may, with a minimum current CBA. Tracking of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 hours earned and June 30 used shall be paid a function of management. Requests for at the employee’s straight use of compensatory time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid submitted in writing no less than 48 hours prior. This requirement may be waived by management. Compensatory time shall be treated the same as approved usage of vacation time. Collective Bargaining Agreement Dover Police Administrators Association FY09 - FY11 Employees may accumulate up to a total of 45 compensatory hours. Earned compensatory hours must be used within 90 days using the "First In-First Out" (FIFO) accounting method. Every effort will be made by the city to allow the use of the hours in the allotted time. Any hours worked in excess of a regular work day or work week not covered by this Memorandum of Understanding or those that can not be used within the 90 day window shall be compensated for all unused FLSA compensatory leave as agreed upon in accordance with Article VI of the abovecurrent Collective Bargaining Agreement.

Overtime. (A) The normal workweek As compensation for each full-time employee overtime worked, as hereinafter defined, employees covered by this Agreement shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits paid at the rate of time and one-half (1 for the first two (2) hours of overtime worked on a normal working day and double time (2) thereafter. Hours of overtime on consecutive days of rest shall accumulate and be paid at the rate of time and one-half for the first four and double time (2) thereafter. It is recognized that the proper heating of buildings during severe weather is the responsibility of the Custodial-Engineersin each school. Custodial-Engineers in each school shall be responsible for the proper heating of buildings only when so directed and authorized by the Maintenance Supervisor or his Assistant. Wheresoever in this Article, and elsewhere in this Agreement that the phrase “overtime worked” shall appear, it shall refer to and include all work performed before or after and as an extension of the regular hours of work comprising a shift as set out in this Agreement, and shall be paid at the aforesaid overtime rates. When an employee is called out to work at a time other than his regular or extension thereof, he shall be paid a minimum of four (4) hours work at the base rate, or for the number of hours actually worked at the appropriate overtime rate, whichever is greater. The parties agree that an employee is entitled to be paid only one call out per four (4) hour period. As compensation for all work performed outside the recognized hours of work as set forth in this Agreement, whether by way of overtime worked or work performed commencing at a time other than the beginning of a regular shift as defined in Article Section for outside rentals, employees shall be paid at the overtime rate and receive such payment on their regular pay cheque, which is received such overtime has been reported. Payment for overtime shall be accompanied by an itemized statement. This section is not applicable to bus drivers on extra-curricular runs. Employees required to work more than one and one-half (1 consecutive hours beyond regular shift hours in any day shall be provided with a meal by the Board, or when meal facilities are not available, a payment for each hour breakfast, lunch or supper at the following rates in lieu of providing a meal: Overtime Meal Allowance Jan. 1/94 Breakfast Lunch Supper School District No. I (Boundary) December Overtime shall be computed by multiplying the hourly rate by one and one-half (1 or two (2) as appropriate. All part-time employees working less than the regular working hours per day or week shall be paid at overtime workedrates for hours worked beyond the individual employee’s regular or normal working hours. This does not preclude the Board from offering an employee holding a regular posted position of less than full time the opportunity to work more hours than their posting on an occasional basis up to full time at straight time rate of pay. For extra-curricular trips, the provisions of Appendix A shall apply. A part-time employee working less than the regular working hours per day or week shall be paid at overtime rates for hours worked beyond the individual employee’s regular or normal working hours. This clause does not apply to Teacher Assistants, who, when requested to participate in either curricular or extra-curricular activities will be paid at straight time for seven (7) hours and bank any additional hours at straight time to a maximum of an additional seven (7) hours per day. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid given the choice of remuneration or time off for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveany accrued overtime.

Overtime. 1. Except as provided in Section C.2., “Work Schedule”, of this Appendix, employees covered by this Agreement scheduled and authorized to work overtime, beyond 40 hours actually worked per week, will receive one and one half (A1 ½) The normal workweek times their regular hourly rate for each full-time employee shall be 40 all such overtime hours. (B) Work beyond the normal workweek or approved extended period 2. Employees regularly scheduled to work 37.5 hours per week, who are authorized and actually work more than 37.5 hours in a work week, shall receive compensatory time on a straight time “hour for hour” basis only for all hours worked between 37.5 and 40 hours in a work week. 3. All overtime shall be recognized in accordance paid at the employee’s hourly rate at the time the overtime was worked. 4. Employees shall be permitted to utilize compensatory time with Rule 60L-34the prior approval of their immediate supervisor, F.A.C.; provided, however, that when an emergency is declared by it will not unduly disrupt the Governor and funds are available, employees who are assigned operations of the department. 5. Employees may request to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state paid for unused compensatory time and the Union will cooperate to secure funds employer shall, within thirty (30) days of such request, pay the employees for the payment of overtime to unit unused compensatory time. 6. Full-time employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34classifications of Referee, F.A.C., that may be required in order for the state Referee/Attorney and Research Attorney determined to be in compliance with non-exempt from the provisions of the Fair Labor Standards Act (FLSA) shall be eligible for compensation for overtime worked as it is applied to public employees. (D) If the agency has a plan approved in advance provided by the DMSFLSA. Full-time employees in the classifications of Referee, FLSA compensatory leave credits Referee/Attorney and Research Attorney determined to be exempt from the provisions of the Fair Labor Standards Act shall not be eligible for compensation for overtime worked. Part-time employees in the classifications of Referee, Referee/Attorney and Research Attorney are not eligible for overtime payment unless they actually work over forty (40) hours in a seven (7) day period. Overtime work, including emergency overtime work, scheduled and authorized by the Department Head, shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed made to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits eligible employees at the rate of one time and one-half (1 ½) for work in excess of forty (40) hours for each hour per week. Compensation as used in this policy shall mean either cash payment or compensatory time. The Employer has the right to offer overtime compensation either in the form of overtime workedcash payment or compensatory time. An employee will only who has accrued compensatory time and requests use of same, shall be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments off within a reasonable period after making the request, if such use does not unduly disrupt the operations of full workdaysthe department. HoweverCompensatory time earned, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 taken or paid shall be paid for at recorded on the employeeCounty’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovepayroll system on a pay period basis.

Overtime. All work in excess of eight (A8) hours per day or in excess of ten (10) The normal workweek hours per day for each fullthose working four-time tens (4-10's) or forty (40) hours per week shall be paid for at the overtime rate of pay of one and one-half (1-½) times the regular rate of pay. If the employee works overtime on the second (2nd) day off, the employee shall be 40 hours. paid at (B2) Work beyond two times the regular rate of pay, Two times pay applies only on the second (2nd) day off. Where training assignments are posted at least five days in advance, employees attending training as students during their off-duty hours shall receive time and one-half for the hours spent in training, regardless of which day of the workweek on which the training occurs. Voluntary overtime, for work outside of normal workweek or approved extended period shift, with advance notification of not less than five (5) days, shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits paid at the rate of one and one-half (1-½) times the regular rate of pay for hours for each hour worked, regardless of which day of the workweek the voluntary overtime workedoccurs. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency Overtime shall be paid for all unused FLSA work performed outside the regularly scheduled shift. If overtime performance is less than one-quarter (1/4) hour, the time shall be considered at one-quarter (1/4) hour and paid accordingly. If overtime performance is more than one-quarter (1/4) hour, but less than thirty (30) minutes, the extent of time will be considered as thirty (30) minutes and paid accordingly. The employee may elect to receive compensatory leave time off in lieu of overtime pay. All overtime shall be multiplied by the appropriate rate for that overtime day, or that overtime work, to determine the number of compensatory hours granted. Compensatory time provisions will apply in accordance with current law. An employee may accumulate a maximum of two hundred forty (240) compensatory hours, which will be treated in the abovesame manner as annual leave. There shall be two types of compensatory time off: (1) Compensatory time off earned as a result of hours worked which constitute overtime under the Fair Labor Standards Act, which shall be referred to as “FLSA Compensatory Time”; and (2) Compensatory time off for overtime hours worked which do not constitute overtime under the Fair Labor Standards Act, which shall be referred to as “Non-FLSA Compensatory Time.” The usage standards for FLSA Compensatory Time shall be those established by the Fair Labor Standards Act. Non-FLSA Compensatory Time may be used by the employee subject to the Municipality’s reasonable operating needs. The Municipality retains the discretion to deny a request to use Non-FLSA Compensatory Time if it would be required to replace the employee desiring to use compensatory time with another employee on an overtime basis. For purposes of the Fair Labor Standards Act, a “reasonable period” of time in which to request the use of FLSA Compensatory Time is 14 days in advance of the requested use. If a request for FLSA Compensatory Time is not made 14 days in advance of the requested use, the Municipality retains the discretion to reject the request. For purposes of the compensatory time off provisions of this agreement, the parties acknowledge that the Municipality may utilize the partial overtime exemption found in Section 207(k) of the FLSA. An employee’s compensatory time off must be exhausted before the employee may use paid leave.

Overtime. (A) The normal workweek for each full-time employee 10.01 All overtime work shall be 40 hoursvoluntary, except in case of emergency or other unforeseen circumstances. (B) Work beyond 10.02 As indicated above, from time to time the normal workweek or approved extended period shall duties of the Employee's position may require overtime. The authorization and approval of overtime will occur as follows: The Manager will authorize overtime for all Employees, up to a cap of 10 hours per month. The Board may direct that additional hours of overtime be recognized in accordance with Rule 60L-34, F.A.C.worked by each Employee per week over and above any overtime authorized above; provided, however, that when an emergency is declared any such overtime will be determined by the Governor Board in consultation with Management and funds are availablethe Employee. The Board may direct, employees who are assigned within reason and subject to the emergency area described terms of the Employment Standards Act, 2000 that an unlimited number of hours of overtime be worked in the Governor’s Executive Order shall event of emergencies or unforeseen conditions or circumstances which are such that if those hours are not worked the Co-op, its premises or its members will be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described hereinsignificantly prejudiced or harmed. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may 10.03 Overtime will generally be required in order for the state to be in compliance compensated with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-and-one-half hours off for each hour of overtime worked. However, at the time of working the overtime, the Employee may elect remuneration for overtime. Pay, or time off in lieu of overtime pay, will, subject to Article 13, below, be equivalent to 1.5 times the hours of overtime worked or 1.5 times the hourly wage for all hours over 40 worked by the Employee in a given week. 10.04 All time off in lieu of overtime will be taken within one year of the date (365 days) that the overtime was worked. Lieu time will be capped at no more than 40 hours at any time. Any time off in lieu not taken in accordance with Article 10.04 will be paid out at time and one half the employee's base wage on the date the overtime was worked. 10.05 The wage paid for overtime shall be at the hourly wage when the overtime was worked, regardless of when the overtime is paid. 10.06 The Employee must submit a claim for the overtime hours to the Manager along with particulars of the work performed and the reason the overtime was required, in the manner approved by the Co-op and as directed by the Board. The form must be submitted within five (5) business days of the end of the month in which the overtime was worked. (a) An employee will only be permitted who has been called back to accumulate a maximum of 80 work after completing her/his scheduled hours of FLSA compensatory leave creditswork for the day and after leaving the Co- op's premises, which may shall be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with guaranteed a minimum of five workdays noticefour (4) hours' pay at her/his straight time hourly rate or the overtime rate of time and one-half (1%) for the hours worked whichever is greater. (b) In an emergency situation the Co- op or its agent, require in lieu of calling an employee back to work, may contact the Employee to obtain information regarding the operation and/or repair of equipment or the operational requirements of the Co-op, in which case the employee shall be entitled to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits compensation equivalent to one (1) hour's pay at the close of business on December 31 and June 30 shall be paid for at straight-time rate or the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from of pay for the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveduration of each call whichever is greater.

Overtime. (A) The normal workweek for each full-time employee shall A. All overtime worked must be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved authorized in advance by the DMSDirector. Employees working unauthorized overtime may be subject to discipline. B. All hours worked in excess of forty (40) hours in one (1) work week shall constitute overtime, FLSA compensatory leave credits and shall be granted, administered, and used as described below: An employee who is filling an included position may, paid for at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half (1-1/2) times the employee’s regular rate of pay. 1. The definition of “hours worked” for regular full-time employees assigned to the rotating work schedule as described in Section 25, Subsection C includes regular hours worked, training hours worked, annual leave taken, compensatory time taken, and Holiday leave taken once the employee has worked 150 service hours. “Hours worked” will not include sick leave taken. 2. Regular full-time employees assigned to a rotating work schedule that occasionally produces less than forty (40) hours in a work week will be compensated at the overtime rate for hours worked in addition to their regular schedule (see Appendix B). a. As used in this Section, “hours worked” includes regular hours worked, training hours worked, annual leave taken, compensatory time taken, Holiday leave taken, and schedule correction hours taken. “Hours worked” does not include sick leave taken. b. As used in this Section, “regular schedule” includes the employee’s primary work schedule or flex schedule, adjustment hours, and/or training hours within a defined work week. C. Employees who are classified as FLSA exempt shall not be eligible for overtime pay or compensable time (comp time) accruals. Exempt employees are scheduled in either one of the following ways with the approval of the Director: 1. Exempt employees assigned to a fixed schedule shall not be charged for absences involving time off that is less than a scheduled full work day. Provided, employees must work at least one-half of their scheduled work day and the employee has obtained the approval of the Director. 2. Exempt Employees may be assigned to a flex schedule normally consisting of approximately 80 hours per bi-weekly pay period; however, emphasis is placed on meeting the responsibilities assigned to the position rather than on working specific daily schedules unless required by the Director. The nature of responsibilities associated with exempt positions often requires greater than 80-hours worked per bi-weekly pay period, including evening and weekend work. There is considerable flexibility in work scheduling to accommodate work related meetings and functions on weekends and evenings. D. For the purpose of computing compensation, fractional parts of an hour shall be rounded to the nearest fifteen-minute increment. E. There will be no pyramiding of overtime. All overtime and premium pays provided for by this Agreement are applied to the hourly rate separately (see Appendix B). F. An employee who is eligible for overtime may, at his/her option, take compensatory time off (at the rate of 1-1/2 hours off for each hour of overtime workedearned) in lieu of overtime pay if the compensatory time is taken off within ninety (90) days of when it is earned; Provided, an employee cannot accrue more than sixty (60) hours of compensatory time. The employee shall notify the Director, of his/her decision to take compensatory time off or paid compensation at the overtime rate, when advised of his/her overtime duty. Compensatory time may be used by the employee within a reasonable period of time after the employee makes a request, so long as such use does not unduly disrupt the operations of the agency. In accordance with the written opinion of the Department of Labor, the creation of an overtime situation as a result of granting a compensatory time request, in and of itself, is not a situation that would unduly disrupt operations. The employee whose request to use compensatory time is denied because it would disrupt the Center shall receive payment for the time requested at his or her hourly rate. Compensatory time will be automatically cashed out if it is not used within ninety (90) days of when it was earned. An employee will only be permitted may choose to accumulate cash-out their unused compensatory time earlier than ninety (90) days. G. The Director may offer an overtime assignment to an employee in one of the following ways: 1. To a maximum of 80 hours of FLSA compensatory leave creditsqualified employee from the shift prior to, which may be taken in any increments if agreed to by or the shift following, the shift needing coverage who is present at the Center or who is on duty and available; Provided, the overtime worked shall not exceed four (4) hours. 2. To a qualified employee scheduled for a day off; Provided, the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with shall receive a minimum of five workdays noticeten (10) hours off duty between the time last worked and the shift to be covered. After six (6) months, require and again after twelve (12) months following ratification of this Agreement, the employee labor- management committee shall review any operational impacts regarding the above requirement that there be ten (10) hours off duty between shifts. If there is evidence of a substantial operational problem(s), the Employer may reduce the amount of time between shifts back to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveeight (8) hours.

Overtime. (A) The normal workweek for each full-time employee shall A. All overtime worked must be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved authorized in advance by the DMSDirector. Employees working unauthorized overtime may be subject to discipline. B. All hours worked in excess of forty (40) hours in one (1) work week shall constitute overtime, FLSA compensatory leave credits and shall be granted, administered, and used as described below: An employee who is filling an included position may, paid for at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half (1-1/2) times the employee’s regular rate of pay. 1. The definition of “hours worked” for regular full-time employees assigned to the rotating work schedule as described in Section 25, Subsection C includes regular hours worked, training hours worked, annual leave taken, compensatory time taken, and Holiday leave taken once the employee has worked 150 service hours. “Hours worked” will not include sick leave taken. 2. Regular full-time employees assigned to a rotating work schedule that occasionally produces less than forty (40) hours in a work week will be compensated at the overtime rate for hours worked in addition to their regular schedule (see Appendix B). a. As used in this Section, “hours worked” includes regular hours worked, training hours worked, annual leave taken, compensatory time taken, Holiday leave taken, and schedule correction hours taken. “Hours worked” does not include sick leave taken. b. As used in this Section, “regular schedule” includes the employee’s primary work schedule or flex schedule, adjustment hours, and/or training hours within a defined work week. C. Employees who are classified as FLSA exempt shall not be eligible for overtime pay or compensable time (comp time) accruals. Exempt employees are scheduled in either one of the following ways with the approval of the Director: 1. Exempt employees assigned to a fixed schedule shall not be charged for absences involving time off that is less than a scheduled full work day. Provided, employees must work at least one-half of their scheduled workday and the employee has obtained the approval of the Director. 2. Exempt Employees may be assigned to a flex schedule normally consisting of approximately 80 hours per bi-weekly pay period; however, emphasis is placed on meeting the responsibilities assigned to the position rather than on working specific daily schedules unless required by the Director. The nature of responsibilities associated with exempt positions often requires greater than 80-hours worked per bi-weekly pay period, including evening and weekend work. There is considerable flexibility in work scheduling to accommodate work related meetings and functions on weekends and evenings. D. For the purpose of computing compensation, fractional parts of an hour shallbe rounded to the nearest fifteen-minute increment. E. There will be no pyramiding of overtime. All overtime and premium pays provided for by this Agreement are applied to the hourly rate separately (see Appendix B). F. An employee who is eligible for overtime may, at his/her option, take compensatory time off (at the rate of 1-1/2 hours off for each hour of overtime workedearned) in lieu of overtime pay if the compensatory time is taken off within ninety (90) days of when it is earned; Provided, an employee cannot accrue more than sixty (60) hours of compensatory time. The employee shall notify the Director, of his/her decision to take compensatory time off or paid compensation at the overtime rate, when advised of his/her overtime duty. Compensatory time may be used by the employee within a reasonable period of time after the employee makes a request, so long as such use does not unduly disrupt the operations of the agency. In accordance with the written opinion of the Department of Labor, the creation of an overtime situation as a result of granting a compensatory time request, in and of itself, is nota situation that would unduly disrupt operations. The employee whose request to use compensatory time is denied because it would disrupt the Center shall receive payment for the time requested at his or her hourly rate. Compensatory time willbe automatically cashed out if it is not used within ninety (90) days of when itwas earned. An employee will only be permitted may choose to accumulate cash-out their unused compensatory time earlier than ninety (90) days. G. The Director may offer an overtime assignment to an employee in one of the following ways: 1. To a maximum of 80 hours of FLSA compensatory leave creditsqualified employee from the shift prior to, which may be taken in any increments if agreed to by or the shift following, the shift needing coverage who is present at the Center or who is on duty and available; Provided, the overtime worked shall not exceed four (4) hours. 2. To a qualified employee scheduled for a day off; Provided, the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with shall receive a minimum of five workdays noticeten (10) hours off duty between the time last worked and the shift to be covered. After six (6) months, require and again after twelve (12) months following ratification of this Agreement, the employee labor- management committee shall review any operational impacts regarding the above requirement that there be ten (10) hours off duty between shifts. If there is evidence of a substantial operational problem(s), the Employer may reduce the amount of time between shifts back to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveeight (8) hours.

Overtime. (A) The normal workweek A. All hours worked over 40 in a continuous seven-day period as specified in Section 5 of this Agreement will be compensated at 1-1/2 times the hourly rate in effect for each full-time employee classification. All hours worked in excess of eight hours per day shall be 40 hourscompensated at 1-1/2 times the hourly rate in effect for each classification. Time off with pay, i.e., sick allowance, personal leave, vacation or holiday earned credit shall be considered time worked for the purpose of computing overtime unless stated otherwise in this Agreement. If a shift employee is scheduled to work a shift schedule with six days in a work week, overtime compensation for the sixth day will be paid providing the employee has worked the other five scheduled days within that particular work week. Time off with pay, i.e., sick allowance, vacation, or holiday used will not count as hours worked in determining eligibility for overtime compensation during scheduled six-day weeks. If an employee is required to work a double shift, he/she shall be compensated at 1-1/2 times the rate in effect for the second shift worked. If an employee is called into work on a scheduled day off, he/she shall be compensated at 1-1/2 times the rate in effect for hours worked on that particular day. (B) Work beyond B. No overtime credit will be allowed for travel time for scheduled overtime. No overtime will be allowed for travel time that is an extension of a working day continuing after quitting time. Overtime credit will be allowed for travel time for employees called in at the normal workweek or approved extended period direction of management for unscheduled overtime which precedes the employee’s regular starting time. Employees working such unscheduled overtime shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned receive one hour of travel time to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34assignment, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours times the hourly rate. C. If an employee is called to report for work at an unscheduled time at the direction of management and which requires an extra trip, he/she shall be compensated at the rate of 1- 1/2 times the hourly rate for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, worked with a minimum of five workdays noticefour (4) hours. The minimum credit of four hours includes travel time. Employees working unscheduled overtime at the direction of management which requires an extra trip shall receive one hour of travel time to the unscheduled overtime assignment and one hour of travel time returning home from the unscheduled overtime assignment at the rate of 1-1/2 times the hourly rate. Where employees have access to a time clock, require employees must clock in and clock out when working unscheduled overtime. An employee called in to work overtime after the end of the last workday prior to the overtime will be considered as working unscheduled overtime. An employee scheduled to work overtime prior to the end of the last workday preceding the overtime will be considered working scheduled overtime. D. Overtime is to be distributed equally among the employees within each section so far as is practical. The Police Department will use the list of overtime totals when assigning overtime. When mandatory overtime is required only for Police Officers, and no voluntary employees are available, the employee with the least seniority will be required to work unless that employee was required to work mandatory overtime in the previous 24 hours, then the employee next up in seniority will be required to work the overtime. A listing of overtime totals used to determine overtime distribution will be posted monthly in a conspicuous location, but will be posted daily for Police Officers. The listing of overtime totals for Police Officers should include employees who refused and those who worked overtime. Any section that currently has the capability, and any other section that determines it is feasible to post this list electronically as a read only format on-line, will do so in the same manner as it is requested above. The Union acknowledges that the posted overtime list is for informational purposes only, and is only accurate as of the time of the posting. A listing of overtime totals used to determine overtime distribution for Police Officers will be available in a read-only format on the Online Reporting System (ORS). E. Except for shift assignments where employees are being relieved, scheduled overtime will be assigned in the section where the overtime is required following past practice. When there are no volunteers to perform the overtime assignment, the Union acknowledges that the District may utilize other bargaining unit members, within the same classification, from other sections. F. An employee working a double shift on a shift assignment will be allowed to leave the plant grounds for supper (not to exceed one [l] hour), with the permission of the immediate supervisor, provided that in doing so, he/she does not disrupt the work schedule. Time spent for supper on the second of the two shifts worked will be considered time worked. Time spent for supper on the second of the two shifts worked may not be taken in the last hour of that shift. The employee must be present to make their relief with the employee coming on duty. G. Non-shift employees who work overtime as an extension of their workday may leave the plant for supper with the permission of their immediate supervisor. Time spent for supper shall not be credited as time worked, and shall not exceed one (1) hour. H. Shift personnel should be discouraged from trading shifts. In personal emergencies, the trading of shifts will be permitted provided the approval of the supervisor in charge is received in advance. However, Police Officers should refer to Police Department procedure 3.1.008. I. Shift employees, including Police Officers, who work on holidays shall receive one and one-half times the hourly rate for the hours worked as well as eight (8) hours “holiday earned” credit. Compensation for shift employees who report to work on their regular day off (code 0048) which falls on a Holiday shall receive one and one-half times the hourly rate and “holiday earned” credit for the hours worked on the Holiday. Shift employees shall not receive any “holiday earned” time as a credit for their regular day off (code 0048) when they report to work on a Holiday. Shift employees who report to work on a Holiday and work less than eight (8) hours shall receive a minimum of eight (8) hours “holiday earned” time. Shift employees not scheduled to work on a holiday will be credited for eight (8) hours “holiday earned.” Non-shift employees who actually work on a scheduled holiday shall receive one and one-half times the hourly rate for the hours worked as well as eight hours of holiday pay (straight time). All “holiday earned” time in excess of 100 hours must be used before the end of the next quarter. Any employee whose “holiday earned” balance is greater than 100 hours on July 1, 2021, may maintain that balance through December 31, 2028; however, any additional “holiday earned” time must be used before the end of the next quarter. “Holiday earned” time off shall be scheduled with the approval of the immediate supervisor, with every reasonable effort being made to allow the employee to use have the day of his or her request. An employee who fails to request required “holiday earned” time off by the end of the next quarter will be assigned a date upon which to take such leave credits time off. Employees working in an acting capacity on a holiday will receive acting pay for the holiday and additionally shall receive acting pay for the holiday earned. J. When an employee works a double shift on a scheduled holiday, such employee shall be compensated for his/her own shift and at 1-1/2 times the hourly rate for the second shift plus eight hours “holiday earned” time. K. A shift employee who does not report for his/her regular shift on a scheduled holiday shall be coded, “Absent, No Pay,” irrespective of any overtime or vacation credit he/she may have coming. An employee reporting sick on a holiday will be marked “Holiday,” providing he/she is able to substantiate upon return to work that he/she was, in fact, sick. L. In the event of a “short change over” (less than sixteen [16] hours between working shifts), “overtime” compensation will be paid at 1-1/2 times the hourly rate. When a day employee is assigned to shift work on the following day shift, such assignment will not be considered a “short change over.” When an employee is assigned to work a “double shift”, such assignment will not result in a “short change over.” M. In the case where an employee is requested to report to the Main Office on his/her relief day, he/she shall be compensated by allowing mileage each way and overtime at the rate of 1-1/2 times the hourly rate for every one hour spent on District business. N. Compensation shall not be paid more than once for the same hours under any provision of this Agreement. O. Employees who work overtime will have the option of substituting two (2) hours of compensatory time for the one and one half (1-1/2) times the hourly rate as overtime compensation if approved by the supervisor. The option will be made on the day the work is performed, and so coded on the daily time sheet. No change will be allowed following coding by the supervisor. Compensatory time off shall be scheduled with the approval of the supervisor. The supervisor will make every effort to accommodate such request. Compensatory time must be taken off before the end of the calendar quarter following the quarter in which the compensatory time was earned. Where necessary, a supervisor may schedule an employee to be off on compensatory time in increments order to meet this requirement. The maximum accrual for compensatory time is 240 hours. The option of full workdayschoosing compensatory time will not apply to premium time described in Section 6I or to overtime that is a part of the regular shift schedule. P. Management shall consult the assigned ▇▇▇▇▇▇▇ or Foremen to determine the Sewer Control crew size(s) required to perform any scheduled or non-scheduled overtime work, including overtime that occurs as the extension of the workday. HoweverManagement may choose to work with a smaller or larger crew size based on the ▇▇▇▇▇▇▇’▇ or ▇▇▇▇▇▇▇’s recommendation(s) for work safety, all unused FLSA compensatory leave credits at but the close of business on December 31 and June 30 final decision remains with Management if there is a disagreement. It shall be paid the first available ▇▇▇▇▇▇▇’▇ (per the overtime list) responsibility to call out the required number of personnel for the work, including the next ▇▇▇▇▇▇▇ if a second crew is required to increase worker safety and effectiveness. The Foremen shall be responsible for maintaining and updating the overtime call-out list. For overtime that is an extension of the workday, if a crew member(s) cannot stay for the overtime work, then the Foreman, after consulting and receiving approval from management, fills the missing positions, one crew member at a time until the crew is adequately staffed. Q. If an employee is scheduled for overtime and required to meet with the Law Department on the employee’s straight regular day off or outside the employee’s normal working hours, such employee will be compensated at the rate of 1-1/2 times the hourly rate, or holiday pay as defined in this Section if such meeting(s) is scheduled on a holiday (excluding optional holidays) as defined in Section 7. Holidays, for each hour traveled and time regular hourly rate spent meeting with the Law Department. R. During the term of this agreement, the District and the Union agree to discuss issues regarding procedures and past practices as they relate to paragraph D of this section using a Labor-Management Committee. The purpose of the Committee, therefore, is to discuss issues concerning the distribution of overtime and attempt to resolve these issues. The Committee shall consist of staff from the District’s Labor and Employee Relations Section, appropriate staff from applicable District departments and representatives from the Union. The use of the Labor-Management Committee does not interfere with an employee’s right to file a grievance in accordance with Rule 60L-34, F.A.C., An employee who separates from Section 19 of this Agreement and does not diminish in any way the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave rights of the District as stated elsewhere in accordance with the aboveAgreement regarding overtime.

Overtime. 1. Employees who are non-exempt under the FLSA shall receive one and one-half (A1.5) The normal workweek times their regular hourly rate for each fullall hours actually worked in excess of forty (40) hours per work week. 2. Employees who are non-exempt under FLSA, who work part-time employee schedules, shall be compensated at straight time rates for hours worked over their normal scheduled hours on any workday, and shall receive one and one-half (1.5) times their regular hourly rate for all hours over 40 hourshours in a workweek. Such employees may request compensatory time off in lieu of cash payment 3. Employees may not assign overtime work to themselves or work overtime without specific approval by the State’s Attorney. 4. With the approval of the Department, earned overtime may be taken on a time and one-half compensatory time basis in lieu of cash overtime. The Department may direct employees to utilize comp time each year and in its sole discretion may opt to pay out comp time within the fiscal year it was earned. 5. DSA’s shall receive an additional one thousand (B$1000.00) Work dollars annually, payable in two installments in December and May of each fiscal year, over and above the compensation increases set forth in Wage and Step article hereof, for all overtime hours associated with competent fulfillment of their job responsibilities. Also, with the permission of the appropriate State’s Attorney, DSA’s may receive discretionary compensatory time off at straight time for overtime hours worked which shall not be compensable in cash or eligible for payout upon separation. With the permission of the appropriate State’s Attorney, a DSA may receive up to 16 hours of discretionary time off for significant hours worked at night or on a weekend relating to a trial or brief or other case preparation. The State’s Attorney must send written notice to the Executive Director on the form provided by the Department at the time of awarding the hours. The employee must utilize the time off within the current or next two pay periods, and must code it as “Paid Not Worked” or another code as directed by the Department. This time off may not be carried over beyond the normal workweek second pay period after which it was authorized, and shall not be compensable in cash or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds eligible for the payment of overtime to unit employees in the situation described hereinpayout upon separation. (C) The Union agrees to support those changes in Rule 60L-346. Victim Advocates who complete at least two entirely voluntary webinars or equivalent professional development trainings per quarter, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMSDepartment, FLSA compensatory leave credits shall be grantedreceive a quarterly stipend in the amount of one hundred and fifty ($150) dollars, administeredpayable in the last payroll cycle of each such quarter. The participation in training may take place during the workday, provided that there is no conflict with existing work commitments and used as described below: An work priorities. The employee must request approval in advance from their State’s Attorney if they want to participate in the training during the workday. Since this training is entirely voluntary, there is no overtime authorized relating to the training. 7. SAS Administrative Assistants, SAS Secretaries and SAS Program Service Clerks who is filling an included position maycomplete at least two entirely voluntary webinars or equivalent professional development trainings per quarter, at the end of the approved extended period if mutually agreed to in advance by the employee and supervisorDepartment, waive payment for overtime and have shall receive a quarterly stipend in the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate amount of one hundred and one-half hours for fifty ($150) dollars, payable in the last payroll cycle of each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the above.such

Overtime. (A) The normal workweek ‌ 1. Overtime for each full-time, FLSA nonexempt employees working a regular work schedule is time worked in excess of forty (40) hours per workweek. Work schedules will not be changed solely for the purpose of avoiding overtime. Time worked beyond regular schedules for part-time employees is at straight time until the hours worked exceed forty (40) hours per workweek. 3. Overtime shall be earned for the actual hours of overtime worked and paid at a rate of time and one-half the nonexempt employee's regular rate of pay. For the purposes of computing overtime, all paid vacation leave, compensatory leave, floating holiday, and sick leave hours shall be counted as hours worked. Overtime shall be offered on a voluntary rotating basis to qualified employees within their classification, starting initially with the most senior. Acceptance of overtime assignments of less than one hour will not result in the employee rotating to the bottom of the list. Employees accepting a voluntary overtime assignment shall accept the entire assignment being offered. An employee who refuses a voluntary overtime opportunity shall be rotated to the bottom of the list and shall relinquish their rights to the next overtime assignment. If sufficient qualified personnel do not accept overtime work on a voluntary basis or in the event of an emergency, any or all employees deemed necessary by the City shall be required to work overtime on an assigned basis. In those cases where the mandatory overtime is not a result of an emergency, on a rotating basis, the least senior qualified employee shall be 40 hoursassigned the overtime. Nothing in this section limits the City’s right to use a temporary or intermittent employee to avoid the need for overtime. 4. FLSA-exempt employees are not eligible for overtime pay. However, FLSA-exempt employees shall receive eighty (B80) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees hours of professional leave frontloaded each fiscal year (July 1 – June 30). A. Employees who are assigned to the emergency area described in the Governor’s Executive Order hired, transferred, promoted, or reclassified into an FLSA-exempt position midway through a fiscal year shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory have their professional leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits prorated at the rate of one and one-half 3.34 hours for each hour pay period remaining in the fiscal year. B. Professional leave hours not used by end of overtime worked. An employee will only the fiscal year may not be permitted carried over and are not subject to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be being paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveout.

Overtime. (A) The normal workweek for each full-time employee shall All employees will be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned expected to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of work reasonable overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end request of the approved extended period if mutually agreed to by Employer on any day of the employee week including Saturdays, Sundays and supervisor, waive payment for Public Holidays. When overtime and work is necessary it must be so arranged that employees (including casuals) have at least 10 consecutive hours off duty between the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate work of one and one-half hours for each hour of overtime workedsuccessive working days. An employee will only be permitted is deemed to accumulate a maximum have commenced the 10-hour break at the actual finishing time of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to the Employee. Payment for overtime for employees covered by the Agreement will be at double time for all hours worked, and double time and a half for public holidays. Examples of overtime arrangements are shown in Attachment ‘F’. Minimum Payment – Monday to Friday A Day work employee and the supervisor. If mutual agreement is not reachedrequired to work overtime on a Monday to Friday, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for a minimum of 1 hours’ work at the employee’s straight time regular hourly rate appropriate penalty rate. Minimum payment – Saturday, Sunday, Rostered Day Off or Public Holiday A Day work employee required to work overtime on a Saturday, Sunday, Rostered Day Off or Public Holiday prescribed in accordance with Rule 60L-34this Agreement, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid a minimum of 4 hours at the appropriate penalty rate. Days in Lieu A day in lieu system will be provided for permanent employees. Days in lieu will be paid out completely in the last pay prior to each pay increase (i.e. every 12 months) unless the employee has submitted (and had approved) a leave form which includes day/s in lieu. Days in lieu banked will never exceed 10 days. Days in lieu cannot be banked if the employee has a leave balance in excess of 40 days. Conditions relevant to the accrual of Days in Lieu: • Days in Lieu (DIL) may be banked by a permanent employee who elects to accrue time toward a DIL instead of receiving the full amount of payment for overtime hours worked. o Example 1: an employee who works 8 hours of overtime and elects to accrue all unused FLSA compensatory leave 8 hours toward a DIL will receive an initial payment of 4 hours at their double time rate and accrual of 8 hours at single time, banked for DIL. This is the same overall value as 8 hours at double time. o Example 2: an employee who works 8 hours of overtime and elects to accrue 4 hours toward a DIL will receive payment of 6 hours at their double time rate and accrue 4 hours at single time to their DIL bank. • Employees cannot bank more hours than those actually worked. For example, if an employee works 4 hours of overtime, they can only bank 4 hours toward a DIL, not 8 hours. • Only a maximum of 8 hours (12 hours for continuous shift) can be accrued per day. • On weekdays, where overtime is worked continuously with ordinary hours, a minimum of 2 hours overtime must be worked to accrue a minimum 2 hours’ DIL. • On Saturday, Sunday, Public Holidays, or RDOs, the minimum is 4 hours of overtime worked to accrue a minimum of 4 hours’ DIL (6 hours for continuous shift). • For overtime which is a call-in accordance with or call-back, a minimum of 4 hours of overtime must be actually worked to accrue a minimum of 4 hours’ DIL. • Any DIL taken must be approved by the aboveappropriate Team Leader/Supervisor. DIL can only be taken at a time agreed by the Team Leader. • DIL must be taken in blocks of 4 or 8 hour lots (6 or 12 hours for continuous shift). • Travel Allowance will only be paid at the time overtime is worked and not when DIL taken. • A maximum of 10 DIL (80hrs) may be banked at any time, or 7 DIL (84 hours) for continuous shift workers) • DIL cannot be accrued where there is an excessive Annual Leave or RDO balance unless approved by the relevant site Manager. DIL should be cleared prior to using Annual Leave or LSL. • Days in Lieu will be paid out completely in the first pay prior to each EBA pay increase, unless approved by the Ventia Manager. Where an employee receives less than 24 hours’ notice of cancellation for the pre- arranged temporary shift / overtime the employee will be entitled to a payment equivalent to 4 hours of an employee’s ordinary time rate, paid as 2 hours of overtime at double time. Where an employee has arrived on-site for pre-arranged temporary shift/overtime and that temporary shift/overtime is cancelled without prior notification, the employee will be entitled to a payment equal to 4 hours at double time, a meal allowance and a travel allowance.

Overtime. When the COUNTY requires employees to work overtime, the following shall apply: (A) The normal workweek for each full-time employee Unless otherwise provided in this section, authorized overtime work shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared compensated by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the cash payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked(1-1/2) times the regular hourly rate. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by If the employee and the supervisor. If mutual agreement is not reacheddepartment agree, an equivalent credit of compensatory time off may be given in lieu of the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. Howeverpaid overtime. (B) Except as modified by Section 3 above, all unused FLSA compensatory leave credits at work performed in excess of eight (8) hours in any one workday, or forty (40) hours in a workweek as defined herein, shall be considered overtime work. All hours over forty in the close workweek that are worked on the seventh consecutive day of business on December 31 and June 30 work in the workweek shall be paid for at two (2) times the regular hourly rate. Overtime shall not apply to employees who work in excess of five (5) consecutive days if such work period is at the employee’s straight time 's request or in the operation of 24-hour facilities involving rotation to a different shift where overtime would apply after seven (7) consecutive days worked. (C) The COUNTY shall be the sole judge as to the necessity, requirement and qualifications of personnel to work overtime. The COUNTY agrees to recognize and consider seniority in regards to overtime assignments. Overtime shall be authorized in advance when possible, except when unforeseen circumstances arise. Departments shall set forth exceptions, if any, to the advance authorization requirements specified in this section. (D) It is understood that for the purposes of overtime calculations, employees working shifts which overlap workdays shall be assumed to have completed their shift on the day in which it commenced. (E) Overtime shall be compensated only once for the same hours worked. (F) Overtime shall be calculated to the nearest tenth (10th) hour worked. (G) When a nurse is called to work after the completion of a shift, without at least eight (8) hours off from the end of their last shift worked, the ensuing hours worked shall be compensated at one and one-half (1-1/2) times their regular hourly rate rate. (H) In the event an employee is on a four (4) day, ten (10) hour shift, overtime will be compensated after ten (10) hours in accordance with Rule 60L-34any workday and after forty (40) hours in any workweek, F.A.C.or after four (4) consecutive workdays, An employee who separates from regardless of the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveworkweeks involved.

Overtime. (Aa) The normal workweek Any one of the following constitutes overtime: (1) Work in excess of the daily work shift for each full-time employee shall be 40 hoursemployees assigned to scheduled work period positions; (2) Work in excess of forty (40) hours in one (1) work week for employees assigned to scheduled or nonscheduled work period positions; or (3) For hospital personnel assigned to a fourteen (14) day schedule, work in excess of eight (8) hours in a twenty four (24) hour period or eighty (80) hours in a fourteen (14) day period. (Bb) Work beyond the normal workweek Overtime worked by employees assigned to scheduled or approved extended period nonscheduled work positions shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to compensated at a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours (1-1/2) times the employee's straight time hourly rate including shift differential for each hour all overtime worked as provided in subsection (a) of this section. (c) Employees assigned to scheduled or nonscheduled work period positions shall receive monetary payment as compensation for overtime worked. An employee will only be permitted to accumulate a maximum of 80 ; however, at the employee's request compensatory time off at one and one-half (1-1/2) times the overtime hours of FLSA compensatory leave credits, which worked may be taken granted in any increments if agreed lieu of monetary payment. The accumulation of unused compensatory time that exceeds two hundred forty (240) hours must be paid in cash. (d) If compensation is paid to an employee for accrued compensatory time, such compensation shall be paid at the regular rate earned by the employee and at the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require time the employee to use receives such leave credits at any time in increments payment. Upon termination of full workdays. Howeveremployment, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall an employee will be paid for at the employee’s straight any unused compensatory time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveFair Labor Standards Act. (e) Use of accrued compensatory time shall be approved by the employing official with consideration being given to the work requirements of the department and the wishes of the employee. Compensatory time off may be scheduled by the employing official during the final sixty (60) days of a biennium. Compensatory time must be used or paid for by June 30th of each fiscal year. Exceptions to this policy may be approved by the Human Resources Office upon written justification of the extension. (f) For purposes of computing overtime compensation, holidays or leave with pay during the employee's regular work schedule shall be considered as time worked.

Overtime. (A) The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that Overtime occurs when an emergency APS level employee is declared by authorised to perform extra duty outside their standard ordinary hours of duty and the Governor employee is either: directed to perform overtime and funds are available, employees who are assigned has no discretion as to the emergency area described in the Governor’s Executive Order shall be subject hours it is performed; or authorised to a 40-hour workweek while so assigned. The state work overtime, has some discretion as to when they perform that extra duty and the Union will cooperate timing is agreed prior to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leavebeing worked. If such approved election is made, Regardless of whether the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is continuous or not reached, the supervisor may, continuous with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly standard ordinary hours of duty, an employee will be eligible for payment at the relevant rate for the hours worked. In determining whether an overtime attendance is or is not continuous with standard ordinary hours of duty, or is or is not separate from other duty, meal periods will be disregarded. Wherever possible, the Director General's written authorisation should be obtained prior to the extra duty being worked. If circumstances do not permit this, the extra duty must be retrospectively approved in accordance with Rule 60L-34, F.A.C., An writing. Where an employee who separates from is directed under clause 36)a) to work overtime and the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance overtime is not continuous with the above.employee’s normal hours of work, the minimum payment will be four hours at the relevant overtime rate. The minimum period for payment in clause 39) does not apply to overtime approved under clause 36)b), directed overtime performed while On Call (clause 50) or to emergency duty (clause 52). OVERTIME AND FLEX Employees working overtime who have a flex debit in excess of ten hours on the day the overtime is worked will not be eligible for overtime payment until and unless the flex debit has been reduced to ten hours or less. Such debits are to be reduced by the period of overtime worked with the reduction being calculated at the applicable overtime rate. All eligible employees working overtime who do not have a flex debit in excess of ten hours on the day the overtime is worked have the option to take their overtime entitlement as time-off in lieu calculated at the applicable overtime rate. Where time off in lieu of payment has been agreed and employees have not been granted that time off within four weeks (or another agreed period) due to operational requirements, payment of the original overtime entitlement may be made. OVERTIME AND TIME OFF IN LIEU - ELIGIBILITY Overtime rates are payable for work performed at the authorisation, or at the direction of, management in the following circumstances: for work performed on Monday to Friday before 7.00am and/or after 7.00pm and/or after an employee has worked 7 hours 21 minutes on that day; for work performed on Monday to Friday between 7.00am and 8.30am where an employee worked before 7.00am on that day; for work performed on Monday to Friday between 5.00pm and 7.00pm when the employee worked after 7.00pm on that day; for work performed on a Saturday, Sunday or public holiday; and for work performed beyond the agreed hours of part time employees. For the purposes of clause 43)a) the 7 hours 21 minutes worked may comprise standard ordinary hours of duty, flextime and/or TOIL. OVERTIME AND TIME OFF IN LIEU - RATES Overtime is paid based on an employee’s annual salary. Overtime rates are as follows: Monday to Saturday: Time and a half Sunday: Double time Public Holidays: Time and a half in addition to single time payment for the day (Mon to Fri Standard Hours)

Overtime. The standard work day shall consist of eight (A8) consecutive hours, and the standard work week shall average forty (40) The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized hours in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order a regular shift schedule which shall be subject to a 40-hour workweek while so assigned. The state and discussed with the Union will cooperate prior to secure funds for posting. (See Appendix A concerning twelve (12) hour shifts.) Such schedule shall not be, or construed to be, a guarantee of hours of work per day or of days of work per week. All authorized work outside the payment regularly scheduled hours of work shall be overtime to unit employees and shall be paid at one and one half (1 times the Basic Hourly Rate except as hereinafter provided: Employees shall participate in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that specified Departmental training. Employees may be required excused from participation in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administeredparticular training sessions upon written request to, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is madeapproval by, the overtime Director of Security and Parking Services. Outside of regularly scheduled hours of work, required training will be credited as FLSA compensatory leave credits paid at the rate of one and one-half hours (1 training will be paid at the basic hourly rate. Employees are expected to make themselves available for a reasonable amount of overtime which will be divided fairly among those employees qualified to the work in question. Overtime shall be posted for each hour of classification. Preference for filling posted overtime workedpositions shall be given to applicants from the same classification. Where there are no such applicants, bargaining unit members from a higher or lower classification will then be considered. An employee who is called in to work overtime shall receive a minimum of four (4) hours’ pay at the Basic Hourly Rate or the actual hours worked at the rate, whichever is greater. This clause shall not be applicable when an employee is instructed to report early for a regular shift, however those hours worked shall be paid at one and one half (1 times the Basic Hourly Rate. A meal allowance of w i l l be provided, effective the first of the month following receipt of notice of ratification, if an : a) continues to work for two (2) hours or more past the end of normal shift and at intervals thereafter of four (4) hours; or is called in to work a shift with no prior notice. The allowance w i l l be paid once within the first eight (8) hours and at four (4) hour intervals thereafter. The University will only post a schedule of work for each classification four (4) weeks in advance. This is for the of both the University and the employee 7) calendar days notice will be permitted to accumulate a maximum given f of 80 e and the employees affected notified at the of the change. If such notice i s not given, the rate of pay for each person so affected shall be time and one half the employee's Basic Hourly Rate for all hours worked until seven (7) calendar days have elapsed of FLSA compensatory leave credits, which notice given. Such notice may be taken in any increments if agreed waived by mutual agreement between the affected employee and management. A copy of the written notice of naiver shall be forwarded to by the affected employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveUnion.

Overtime. (A) A. Overtime is defined as work in excess of the standard weekly schedule. B. It is recognized that the needs of the Borough may require overtime work beyond the employee’s standard schedule. The normal workweek amount of and the schedule for each full-time employee such overtime shall be 40 hoursestablished by the Borough, and employees shall work such overtime as scheduled unless excused by the Borough. C. Occasional authorized extra work for any employee working the standard thirty-five (B35) Work beyond hour week will be computed by compensatory leave or extra pay at the normal workweek option of the employee as follows: Time and one-half (1½) for authorized overtime worked in excess of thirty-five (35) hours in one (1) week. D. Occasional authorized extra work for any employee working the standard forty (40) hour week will be compensated by compensatory leave or extra pay at the option of the employee as follows: Time and one-half (1½) for authorized overtime worked in excess of forty (40) hours in one (1) week. E. The employee must exercise this compensatory time/extra pay option immediately after working such overtime and must notify his/her Department Head at that time. Compensatory time may be earned only as the result of additional hours worked outside of the regular work week. F. The compensatory time/extra pay option once chosen may not be altered without the approval of the Borough Administrator. G. Compensatory leave will be granted within two (2) months of the time the extra work was performed but must be taken in the same calendar year worked (i.e. such time due cannot be carried from on year to the next), unless approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described hereinBorough Administrator. (C) H. The Union agrees is aware of the Borough’s budgetary constraints when it comes to support those changes in Rule 60L-34, F.A.C., that may be required in order paying for the state overtime and encourages its members to be in compliance with the Fair Labor Standards Act as it is applied to public employeesselect compensatory time for extra work whenever possible. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: I. An employee who is filling an included position maycalled back to work after having completed his/her regular hours shall be compensated at the overtime rate with a minimum guarantee of two (2) hours work, at as long as the call back is not contiguous to the end of the approved extended period employee’s shift. J. The parties agree that if mutually agreed to the Department Heads employed by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 Borough increase their hours of FLSA compensatory leave creditswork and/or days of work, which may be taken in any increments if agreed to by then the employee Borough and the supervisor. If mutual agreement is not reachedAssociation shall negotiate as to increased work hours, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 compensation and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveovertime.

Overtime. Part-time employees shall be entitled to overtime rates when authorized to work in excess of the daily or bi-weekly hours of work as specified in Article 15. (Aa) The normal workweek for each fullA part-time employee shall be 40 hoursassigned and committed to work for the number of hours as agreed to in writing at the time of employment or as subsequently revised by mutual agreement which shall be considered their regular part-time assignment. (Bb) Work beyond Part-time employees who indicate in writing to the normal workweek or approved extended period Employer that they wish to work additional hours shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that offered such work by seniority when an emergency is declared by available providing they are able to perform the Governor and funds are available, required duties. Such additional hours shall be divided as equitably as possible amongst those employees who are assigned to the emergency area described in the Governor’s Executive Order have requested additional hours, and they shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment given preference of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public such shifts over casual employees. (Dc) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits It is further understood that such additional hours shall be granted, administered, and used offered only to the extent that they will not incur any overtime costs to the Employer. (d) Should the part-time employee as described below: An employee who is filling in (a) above refuse to report for work on three (3) occasions in a year when requested and without an included position mayexplanation satisfactory to the Employer, they will henceforth be offered additional hours at the end sole discretion of the approved extended period if mutually agreed Employer. (e) The following provisions will apply to part-time employees who request to work additional hours: (i) Where a part-time employee is unable to work all or part of an additional shift for any reason, payment shall be made only in respect of hours actually worked; (ii) Additional hours worked by a part-time employee shall be included in the determination of seniority; (iii) Additional hours worked by a part-time employee shall be included when determining an employee’s earned vacation and supervisor, waive payment general holiday pay; (iv) No benefits other than those referenced in (ii) and (iii) above shall be based on additional shifts. (v) A part-time employee reporting for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited work as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 scheduled shall be paid for not less than three (3) hours pay at the employee’s straight their basic rate of pay if they are sent home due to lack of work. (vi) Part-time regular hourly rate employees working occasional additional shifts in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency Article 10:09 shall be paid for all unused FLSA compensatory leave only in accordance with the aboverespect of hours actually ▇▇▇▇▇▇.▇▇ based on additional shifts.

Overtime. (A) The normal workweek A. Except as otherwise provided, the amount and rate of overtime for each full-time employee Members working beyond their regularly scheduled work hours shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized calculated in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied and the Regulations promulgated thereunder. By way of illustration, Members working an average 56 hour work week will ordinarily be scheduled on a twenty-one (21) consecutive day work period and will be compensated at the rate of one-half (1/2) time (in addition to public employees. (Dthe straight time rate already paid) If the agency has for hours actually worked in excess of 159 hours through 168 hours in a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administeredwork period, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half (1 1/2) times the Member's regular hourly rate for hours for each hour actually worked in excess of 168 hours in a work period. B. For the purpose of calculating overtime compensation, such compensation shall be based upon hours worked while in paid status. Except as hereinafter modified, the term "hours worked. An employee will only " shall be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken construed in any increments if agreed to conformance with the Fair Labor Standards Act and the regulations promulgated thereunder by the employee Secretary of Labor. The term "paid status" shall include work hours as well as all hours in paid status while on the following leaves, if paid and approved: military leave, funeral leave, jury duty leave, holiday leave, vacation leave, training leave, union leave, and injury leave during the supervisor21- day work period that the injury actually occurs in, but specifically excluding sick leave and injury leave other than that within the 21-day work period that the injury actually occurs in. If mutual agreement is not reachedIn other words, the supervisor maythese approved, with paid, leaves of absence shall be considered as hours worked when computing a minimum of five workdays notice, require the employee Member's entitlement to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 overtime compensation. C. No Member shall be paid for overtime work which has not been authorized by the Fire Chief or his designee. In addition, any hours actually worked because of schedules or assignments being changed at the employee’s straight request of a Member, trading days at the sole option and by mutual consent of Members and with the prior approval of the Township, special duty, or time regular hourly rate in accordance with Rule 60L-34spent for personal business, F.A.C.Union activities and/or grievance processing, An employee who separates shall be excluded from the Career Service hours for which the Member is entitled to overtime compensation, and the Township shall not incur or moves be responsible for any overtime costs as a result of such activities. D. In the instance of Members working less than 2 hours of OT for shift work (for instance in hold-over situations abutting their shift), the overtime will be rounded to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovenext half hour.

Overtime. A regular part-time employee is entitled to receive overtime compensation, in accordance with Article when work has been authorized in advance by the Employer in excess of the regular full-time daily or weekly hours of work specified for the particular classification held by the part- time employee, and/or when work is authorized in advance by the Employer in excess or outside of the Same number of consecutive full-time days specified for the particular classification held by the part-time employee. It is understood that the regular part-time employee may refuse to work any additional time beyond schedule; Notwithstanding paragraph (Aa) The normal workweek for each above, a regular part-time employee who is required to work in a classification where a full-time employee’s regular daily and weekly hours of work would be averaged over a specified of time shall be entitled to receive overtime compensation when is authorized in advance by the Employer to work in excess of thirty-seven and one-half (37.5) regular hours per week or in excess of seven and one-half (7.5) regular hours per day. Falling on non-scheduled working day: When a designated paid holiday falls on a non-scheduled day, a regular part-time employee shall be 40 hours. reimbursed for that day on the basis of the average number of hours worked per day over a two (B2) Work beyond week period immediately preceding a designated paid holiday; Falling on a scheduled working day: When a designated paid holiday falls on a scheduled working day or is moved to a scheduled day on which the normal workweek or approved extended period employee is not required to work, a regular part- time employee shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, reimbursed for that when an emergency is declared by day on the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end basis of the approved extended average number of hours worked per day over the two (2) week period if mutually agreed to by the immediately preceding a designated paid holiday; Work performed on a designated paid holiday: A regular part-time employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave hours worked on a designated paid holiday in accordance with Article of this Collective Agreement; Designated paid holidays referred to in this Article are those contained in Article A regular part-time employee shall earn vacation leave credits in proportion to the above.actual number of regular hours worked per week in relation to a full-time employee in the same classification as specified in Article

Overtime. (Ai) Employees shall work reasonable overtime when required by ParaQuad NSW. An employee may refuse to work overtime in circumstances where the working of such overtime would result in the employee working hours which are unreasonable. For the purposes of this clause what is unreasonable or otherwise will be determined having regard to: Any risk to employee health and safety; The normal workweek for each full-time employee’s personal circumstances including any family and carer responsibilities; The needs of the facility; The notice (if any) given by ParaQuad NSW of the overtime and by the employee shall be 40 hoursof his or her intention to refuse it; and Any other relevant matter. (Ba) Work beyond Subject to paragraph (b) hereof, all time worked by employees (other than casual employees) in excess of the normal workweek or approved extended period rostered daily ordinary hours of work shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight following rates: Time and one-half for the first two hours and double time regular hourly thereafter for each overtime shift worked or for overtime worked prior to or at the conclusion of a normal shift. Double time for overtime worked on Sundays. Double time and one-half for overtime worked on public holidays. (b) For permanent part-time employees, any time worked up to the rostered daily ordinary hours of work prescribed for a majority of the full-time employees employed on that shift in the same work area/department or section concerned shall not be regarded as overtime but an extension of the contract hours for that day and shall be paid at the ordinary rate in accordance with Rule 60L-34, F.A.C., of pay. (iii) An employee who separates from the Career Service or moves recalled to another state agency work overtime after leaving ParaQuad NSW’s premises shall be paid for a minimum of four hours’ work at the appropriate rate for each time so recalled. (iv) An employee recalled to work overtime after leaving ParaQuad NSW’s premises and who is required to work for more than four hours shall be allowed twenty minutes for the partaking of a meal and a further twenty minutes after each subsequent four hours’ overtime; all unused FLSA compensatory leave such time shall be counted as time worked. (v) In lieu of receiving payment for overtime in accordance with this clause, employees may be compensated by accruing their time. This is called time in lieu of overtime. (vi) Time accrued under these arrangements shall all be at ordinary time, i.e., an hour for an hour. (vii) ParaQuad NSW must maintain records of all time accrued in lieu of overtime. (viii) ParaQuad NSW cannot force an employee to take time off in lieu of being paid overtime. If no election is made, payment will be made. (ix) An employee cannot accrue more than thirty-eight hours of time off in lieu of overtime. (x) On termination, the aboveemployee will be paid out any untaken time off in lieu of overtime, at applicable overtime rates.

Overtime. (A) The normal workweek for each full-All time employee shall be 40 hours. (B) Work worked beyond the normal workweek work day or approved extended period normal work week that is not part of a shift or scheduled day of work shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor considered as overtime and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds paid for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours times regular rate for each hour of overtime worked, subject to the following conditions: (a) The employee is directed by the Department Head or a Supervisor designated by the Department Head to authorize overtime. An employee All non-scheduled time worked on Sunday shall be paid at the rate of double time Employees who work overtime shall have the option of receiving the payment for overtime worked or lieu time off. Employees who choose to take lieu time off will only be permitted to accumulate take it at a maximum of 80 hours of FLSA compensatory leave credits, time which may be taken in any increments if agreed to by is mutually agreeable between the employee and the supervisorEmployer. If mutual agreement It is not reachedunderstood that lieu time off shall mean that time off shall be at the overtime rates. For example, the supervisor may, with a minimum an employee working four hours at time and one-half will be entitled to six hours off without loss of five workdays notice, require the pay. No employee to use such leave credits may accumulate more than fifteen days at any time time. Overtime accumulated in increments excess of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 fifteen days shall be paid for at to the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from concerned. All hours worked on a paid holiday that are part of the Career Service or moves to another state agency normal scheduled work week shall be paid for all unused FLSA compensatory leave in accordance at the rate of time and one-half In addition, employees so scheduled will be granted one day off work with pay as a lieu day which must be taken within sixty days from the abovedate of the paid holiday. All hours worked on a paid holiday which are not part of the normal scheduled work week shall be paid at double time rates. In addition, employees so scheduled will be granted one day off work with pay as a lieu day which must be taken within sixty days from the date of the paid holiday.

Overtime. (A) The normal workweek for each fullWhen the COUNTY requires non-time employee exempt employees to work overtime, the following shall apply: (1) Authorized overtime work shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared compensated by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half (1-1/2) times the regular hourly rate. If the employee and the department agree, an equivalent credit of compensatory time off may be given in lieu of the paid overtime. (2) Except as modified by Section 4 above for full-time employees, except those who go into a leave without pay status during the workweek, all paid time in excess of forty (40) hours in any workweek or eight (8) hours in a day shall be considered overtime work. Overtime will be paid for all hours worked beyond the normal scheduled work hours. (3) For part-time employees and full-time employees who are not in a paid status for forty (40) hours in a workweek, all additional hours worked will be paid on a one-to-one basis (1:1) up to forty (40) hours per week. Hours over forty (40) shall be considered overtime. Additionally, except as modified by Section 4 above, all time worked in excess of eight (8) hours in a workday shall be considered overtime work. (4) The COUNTY shall be the sole judge as to the necessity, requirement and qualifications of personnel to work overtime. The COUNTY agrees to recognize and consider seniority in regards to overtime assignments. (5) It is understood that for the purposes of overtime calculations, employees working shifts, which overlap workdays, shall be assumed to have completed their shift on the day in which it commenced. (6) Overtime shall be compensated only once for the same hours worked. (7) Overtime shall be calculated to the nearest tenth (10th) hour worked. (8) Any non-exempt employee, having worked on each of seven (7) consecutive days, shall be paid at the rate of two (2) times the regular straight time for all work performed on such seventh (7th) day, provided that said employee has worked forty (40) regular hours in the workweek. For the purposes of this provision, the first day worked will be the employee’s first scheduled workday in the workweek. (9) The classifications exempted from the provisions of this section are indicated in Schedule A, Salary Schedule attached hereto. (B) When the needs of the COUNTY require exempt employees to work overtime, the following shall apply: (1) Overtime work shall be compensated at the rate of one (1) hour of compensatory time off for one hour of overtime worked. An employee will . (2) All hours worked in excess of forty (40) paid hours in any workweek or eighty (80) paid hours in a pay period shall be considered overtime work. (3) The COUNTY expects exempt employees to exercise prudent judgment in the scheduling of their time to minimize any overtime work. (4) The COUNTY agrees to recognize and consider seniority in regards to required overtime assignments. (5) Overtime shall be compensated only once for the same hours worked. (6) Overtime shall be permitted calculated to accumulate the nearest (nearest tenth (10th) hour worked. (C) Full-time employees may accrue up to a maximum of 80 eighty (80) hours of FLSA compensatory leave credits, which may time. The maximum compensatory time allowed for part-time employees will be taken in any increments if agreed to by the employee and the supervisorforty (40) hours. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any All time in increments of full workdays. However, all recorded over maximum accrual will be paid out. (D) Any unused FLSA accumulated compensatory leave credits at the close of business on December 31 and June 30 time off shall be paid for out at the employee’s straight time regular hourly rate in accordance with Rule 60L-34of termination, F.A.C., An employee who separates from the Career Service death or moves transfer to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovedepartment.

Overtime. (A) The normal workweek for each full-time employee Any overtime work to be performed shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved authorised in advance by the DMS, FLSA compensatory leave credits Director. An employee in Division II and below who is required to work in excess of forty-four hours a week shall be grantedentitled to an overtime payment at one and a half times his ordinary rate of pay. Where any such employee whose normal weekly working hours are less than forty-four is required to work in excess of forty-two but less than forty-four hours in a week, administeredsuch excess hours of work shall be paid one time of the ordinary rate of pay. A working week for the purpose of calculating overtime shall be made up of normal working hours, authorised leave, certified sick leave and used as described below: gazetted public holidays provided that if the employee works on a gazetted public holiday such hours worked shall not be included. Hours of overtime shall be calculated weekly from the day following the weekly rest day to the day prior to the next rest day. Where an employee is called upon to perform overtime two hours or more after the completion of the full normal, fixed or shift duty, a minimum of four hours' overtime shall be payable to him. An employee who is filling eligible for overtime payment and is required to work on his rest days shall be paid an included position may, extra day's salary at the end ordinary rate of pay for one day's work in addition to the ordinary rate of pay for that day. An employee who is required to work on a gazetted public holiday shall be paid an extra day's salary at the ordinary rate of pay for one day's work. Where an employee is required to work in excess of the approved extended specified number of hours of work on a rest day or a gazetted public holiday or in excess of eight hours where the normal number of work hours is not specified, such excess hours shall be treated as overtime and shall be compensated in accordance with sub-clause (1) of this clause. Where an employee is called back to work on his scheduled rest day for any period of less than four hours of work, he shall be compensated with one day’s pay; if mutually agreed the period is more than four hours of work, he shall be compensated with two days’ pay. Where the work forms part of a continuous shift the compensation shall not apply. Where an employee is called back to by work on a gazetted public holiday for any period of less than eight hours, he shall be compensated for not less than eight hours of work. Where the work forms part of a continuous shift, the minimum eight hours’ compensation shall not apply. For the purpose of calculating overtime wages and wages for work performed on scheduled rest days and gazetted public holidays, the “ordinary rate of pay” shall mean the basic pay of the employee and supervisor, waive payment for overtime and have includes the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveMonthly Variable Component (MVC).

Overtime. (A) The normal workweek for each full-time A. An employee shall be 40 hours. compensated at the rate of time and one-half his/her regular rate of pay for authorized overtime work performed in excess of forty (B40) Work beyond the normal workweek hours per week or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.eight (8) hours per day; provided, however, that when an emergency employee whose regular workday is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order more than eight (8) hours shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits compensated at the rate of one time and one-half hours of his/her regular hourly rate of pay for authorized overtime work performed in excess of his/her regular workday. B. Compensatory time off in lieu of pay for overtime work may be granted to an employee at the option of the Chief Executive Officer or his/her designee and with the consent of the employee. Such compensatory time shall be at time and one half for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 may not accrue more than four hundred eighty (480) hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by time off. An employee who has accrued the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum maximum amount of five workdays notice, require the employee to use such leave credits at any compensatory time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34authorized for overtime work. Upon termination or prior to termination, F.A.C., An an employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory time at the employee’s final regular rate of pay. The appointing authority shall not, for the purpose of avoiding the payment of overtime, curtail the scheduled hours of an employee during the remainder of a workweek in which the employee has previously worked hours beyond his/her normally scheduled workday. This paragraph shall not apply to employees who, because of the nature of the duties of their positions, work an irregular workday, nor shall it apply to employees who have been permitted by the Employer to participate in an approved voluntary flexible hours program that has been duly authorized by the Chief Executive Officer or his/her designee. C. All time for which an employee is on full pay status such as sick leave, vacation, holidays, paid education leave, and paid union leave shall be considered time worked for the purpose of calculating overtime compensation. D. There shall be no duplication or pyramiding of the premium pay for overtime work provided for in accordance with this Agreement. E. The appointing authority shall make every effort to send out checks for overtime no later than the abovesecond payroll period following the payroll period of the overtime worked. F. Overtime shall be distributed as equitably and impartially as practicable among persons in each work location who ordinarily perform such related work in the normal course of their workweek. G. The provisions of this Section shall not apply to employees on full travel status. H. In instances where no employees can be found to perform institutional overtime work, the appointing authority may assign such work to the least senior employee who in the judgment of the appointing authority, are capable of carrying out the required duties. I. A paid police detail shall mean overtime police work requested by a University Department other than the Public Safety Department. J. There shall be a minimum of four (4) hours pay for each such paid detail. K. The Director of Public Safety, or designee, shall have and make the sole determination of the number of officers to be assigned to a paid police detail. The decision of the Director of Public Safety, or designee, shall be final and binding on all parties, including the requestor. L. The Department of Public Safety shall require a notice of cancellation of a detail from the requestor to the Department of at least eight (8) hours prior to the time the detail was scheduled to begin. If the requestor fails to notify the Department within the above specified limit, any officer assigned to that detail shall be entitled to four (4) hours pay at the overtime rate. M. The current practice for the distribution of overtime and details shall remain in full force and effect for the duration of this Agreement. N. The Employer shall make every effort to limit each assigned detail to eight (8) hours per officer. O. A “yellow slip” detail will be paid a minimum of four (4) hours, then a minimum of eight (8) hours, and then time and one half after eight (8) hours. If a detail is split by two (2) or more officers, each officer will be paid for the actual time worked.

Overtime. (A) The normal workweek for each full-time 38.1 Overtime shall arise when, following approval by Boral Recycling to work those overtime hours, an employee works outside or in excess of the employee's ordinary hours as defined in this Agreement. Boral Recycling may require an employee to work reasonable overtime. 38.2 Where overtime payments are to be made, such payments shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits calculated at the rate of one time and one-a half for the first two (2) hours of overtime worked and double time for each hour of overtime workedworked thereafter on the basis that each day where overtime is worked stands alone. An What this means is that each day is treated independently when applying overtime. 38.3 Where overtime is worked on a Sunday, an employee will only must be permitted to accumulate a maximum paid at the rate of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, double time with a minimum payment for four (4) hours' work, such double time to continue until the completion of five workdays noticethe overtime worked. 38.4 In computing overtime, require the employee to use such leave credits at any time in increments of full workdays. Howeverfollowing shall apply: (a) For all employees (including casual employees), all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 overtime payments shall be paid for at calculated on the employee’s straight 's minimum base rate of pay (i.e. not including any additional payments such as allowances or loadings) and is only payable for time regular hourly worked more than 15 minutes above that employee's normal hours of work. (b) Under no circumstances in this Agreement shall overtime payments be calculated so that an employee effectively receives a "penalty on a penalty" or a "loading on a loading" (however described). This applies in relation to any payments where a higher rate is payable either as a shift loading, penalty rate or as overtime). Unless otherwise specifically stated, calculation of additional loadings and penalty rates and overtime rates shall, be calculated on an employee's ordinary minimum base rate of pay. (c) Each day stands alone in accordance with Rule 60L-34, F.A.C., calculating overtime. Rest period after overtime 38.5 An employee who separates from works so much overtime between the Career Service termination of their ordinary work on one day and the commencement of ordinary work on the next day that they have not had at least ten (10) consecutive hours off duty will be released after completion of such overtime until they have had ten (10) consecutive hours off duty without loss of pay for ordinary working time occurring during this absence. 38.6 If, on the instructions of Boral Recycling, the employee resumes or moves to another state agency shall continues work without having had ten (10) hours off duty, the employee will be paid at the rate of double time until they are released from duty for all unused FLSA compensatory leave in accordance with the abovesuch a period. The employee is then entitled to be absent until they have had ten (10) consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

Overtime. (A) The normal workweek for each full-time employee shall All employees will be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned expected to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of work reasonable overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end request of the approved extended period if mutually agreed to by Employer on any day of the employee week including Saturdays, Sundays and supervisor, waive payment for Public Holidays. When overtime and work is necessary it must be so arranged that employees (including casuals) have at least 10 consecutive hours off duty between the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate work of one and one-half hours for each hour of overtime workedsuccessive working days. An employee will only be permitted is deemed to accumulate a maximum have commenced the 10-hour break at the actual finishing time of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to the Employee. Payment for overtime for employees covered by the Agreement will be at double time for all hours worked, and double time and a half for public holidays. Examples of overtime arrangements are shown in Attachment ‘F’. Minimum Payment – Monday to Friday A Day work employee and the supervisor. If mutual agreement is not reachedrequired to work overtime on a Monday to Friday, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for a minimum of 1 hours’ work at the employee’s straight time regular hourly rate appropriate penalty rate. Minimum payment – Saturday, Sunday, Rostered Day Off or Public Holiday A Day work employee required to work overtime on a Saturday, Sunday, Rostered Day Off or Public Holiday prescribed in accordance with Rule 60L-34this Agreement, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid a minimum of 4 hours at the appropriate penalty rate. Days in Lieu A day in lieu system will be provided for permanent employees. Days in lieu will be paid out completely in the last pay prior to each pay increase (i.e. every 12 months) unless the employee has submitted (and had approved) a leave form which includes day/s in lieu. Days in lieu banked will never exceed 10 days. Days in lieu cannot be banked if the employee has a leave balance in excess of 40 days. Conditions relevant to the accrual of Days in Lieu: • Days in Lieu (DIL) may be banked by a permanent employee who elects to accrue time toward a DIL instead of receiving the full amount of payment for overtime hours worked. o Example 1: an employee who works 8 hours of overtime and elects to accrue all unused FLSA compensatory leave 8 hours toward a DIL will receive an initial payment of 4 hours at their double time rate and accrual of 8 hours at single time, banked for DIL. This is the same overall value as 8 hours at double time. o Example 2: an employee who works 8 hours of overtime and elects to accrue 4 hours toward a DIL will receive payment of 6 hours at their double time rate and accrue 4 hours at single time to their DIL bank. • Employees cannot bank more hours than those actually worked. For example, if an employee works 4 hours of overtime, they can only bank 4 hours toward a DIL, not 8 hours. • Only a maximum of 8 hours (12 hours for continuous shift) can be accrued per day. • On weekdays, where overtime is worked continuously with ordinary hours, a minimum of 2 hours overtime must be worked to accrue a minimum 2 hours’ DIL. • On Saturday, Sunday, Public Holidays, or RDOs, the minimum is 4 hours of overtime worked to accrue a minimum of 4 hours’ DIL (6 hours for continuous shift). • For overtime which is a call-in accordance with or call-back, a minimum of 4 hours of overtime must be actually worked to accrue a minimum of 4 hours’ DIL. • Any DIL taken must be approved by the aboveappropriate Team Leader/Supervisor. DIL can only be taken at a time agreed by the Team Leader. • DIL must be taken in blocks of 4 or 8 hour lots (6 or 12 hours for continuous shift). • Travel Allowance will only be paid at the time overtime is worked and not when DIL taken. • A maximum of 10 DIL (80hrs) may be banked at any time, or 7 DIL (84 hours) for continuous shift workers). • DIL cannot be accrued where there is an excessive Annual Leave or RDO balance unless approved by the relevant site Manager. DIL should be cleared prior to using Annual Leave or LSL. • Days in Lieu will be paid out completely in the first pay prior to each EBA pay increase, unless approved by the Ventia Manager. Where an employee receives less than 24 hours’ notice of cancellation for the pre-arranged temporary shift / overtime the employee will be entitled to a payment equivalent to 4 hours of an employee’s ordinary time rate, paid as 2 hours of overtime at double time. Where an employee has arrived on-site for pre-arranged temporary shift/overtime and that temporary shift/overtime is cancelled without prior notification, the employee will be entitled to a payment equal to 4 hours at double time, a meal allowance and a travel allowance.

Overtime. I. Administration – It is the policy of the City that overtime work is to be kept to the minimum consistent with protection of life, property, and the efficient operation of the departments and activities of the City and that overtime work be compensated for by time off wherever practicable. All work requiring any employee to work overtime hours must be approved by the Department Head or his/her designated representative prior to the work being performed, with the exception of emergency situations. In the event compensatory time off is used as the method of compensating for overtime, these hours may be accrued in a bank with a cap of two hundred (A200) hours. Employees may cash out any hours in excess of one-hundred (100) during any pay-period. The normal workweek number of hours that the employee requests to cash out must be indicated by them on their timesheet. Employees may not use compensation time, holiday bank, or vacation time for each full-the purposes of working an overtime assignment unless mutually agreed upon by the department and the employee. Employees leaving the municipal service with accrued hours of compensatory time employee off, shall be 40 hourspaid at the employee’s current rate of pay for all accrued hours upon termination. (B) Work beyond A. Overtime shall commence at the normal workweek time an employee reaches the place where he/she is directed to report and shall continue until he/she is released or approved extended period the work is completed whichever is the earlier except as follows: 1. Employees who attend court outside of Kings County or mandatory training, except a basic academy, shall be recognized in accordance receive FLSA overtime consistent with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall existing law. B. Overtime immediately following a regularly scheduled duty shift will not be subject to a 40-minimum hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described hereinguarantee. (C) The Union agrees to support those changes C. It is understood that effective with ratification of the predecessor agreement of February 17, 1998, any hours in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employeesa compensatory bank are non-FLSA hours. (D) If the agency has a plan approved II. Traditional Work Schedule - Employees shall receive overtime compensation for time worked in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used excess of one duty shift and/or five duty shifts as described below: An employee who is filling an included position maydefined above, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one time and one-half (T1/2) their base hourly rate, or time and one-half (T1/2) compensatory time off, at the discretion of the Department Head. All hours except sick leave, shall count as hours worked for each overtime purposes. III. Alternative Work Schedule - Employees shall receive overtime for time worked in excess of one duty shift and/or three twelve (12) hour shifts in a thirty-six (36) hour week or three twelve (12) hour shifts and one eight (8) hour shift in a forty-four (44) hour week at time and one-half (T1/2) their base hourly rate or time and one-half (T1/2) compensatory time off, at the discretion of overtime workedthe Department Head. An employee will only be permitted may not work back to accumulate back shifts. To help insure an employee is adequately rested, management may adjust schedules of affected employees to insure a maximum minimum of 80 eight (8) cumulative non-work hours of FLSA occur between shifts. An employee may utilize earned vacation time or earned compensatory leave credits, which may be taken in any increments if agreed time to accomplish this purpose. Overtime hours earned by the employee and may also be used to offset hours needed to achieve the supervisorrequired rest period as approved by his/her Department Head or designee. If mutual agreement is Duty shift overtime assignments shall not reached, the supervisor may, with exceed two (2) hours immediately following or prior to a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdaysregularly scheduled twelve (12) hour shift unless approved by his/her Department Head or designee. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 Outside assignments shall be paid for at limited to non-duty days. Outside overtime assignments include duty shift coverage, parades, ball games, etc., or any other prescheduled overtime. IV. Training - employees who attend training programs, meetings, lectures and similar activities outside their regular working hours shall receive overtime compensation if the training meets the following criteria: A. Training is approved and required by the employee’s straight time Department Head. B. Training is directly related to the employee’s present job. C. Training could not be obtained during the employee’s regular hourly rate in accordance with Rule 60L-34working hours. If employees on their own initiative attend independent schools outside of their regular working hours or work tour, F.A.C.they shall not receive overtime compensation, An employee who separates from even if the Career Service or moves courses are related to another state agency their jobs. V. Compensatory Time Off ("CTO") shall be paid for all unused FLSA compensatory leave granted if requested fourteen (14) days in accordance with advance of the above.effective date, unless it would cause an "undue disruption" to the

Overtime. (Ai) The normal workweek for each full-time employee Employees shall be 40 hourswork reasonable overtime when required by the employer. (Ba) Work beyond Subject to paragraph (b) hereof all time worked by employees in excess of the normal workweek or approved extended period rostered daily ordinary hours of work shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight rate of time regular hourly rate and one half for the first two hours and double time thereafter in accordance with Rule 60L-34, F.A.C., An employee who separates from respect of each overtime shift worked or in respect of overtime worked prior to or at the Career Service or moves to another state agency conclusion of a normal shift. Provided that overtime worked on Sundays shall be paid for at the rate of double time and on public holidays at the rate of double time and one half. (b) All time worked by permanent part time employees, in excess of the rostered daily ordinary hours of work prescribed for the majority of full-time employees employed on that shift in the ▇▇▇▇ or section concerned shall be paid for at the rate of time and one half for the first two hours and double time thereafter except that on Sundays such overtime shall be paid for at the rate of double time and on public holidays at the rate of double time and one half. Time worked up to the rostered daily ordinary hours of work prescribed for a majority of the full-time employees employed on that shift in the ▇▇▇▇ or section concerned shall not be regarded as overtime but an extension of the contract hours for that day and shall be paid at the ordinary rate of pay. (iii) An employee recalled to work overtime after leaving the employer's premises shall be paid for a minimum of four hours work at the appropriate rate for each time so recalled. If the work required is completed in less than four hours, the employee shall be released from duty. (iv) An employee required to work overtime following on the completion of their normal shift for more than two hours shall be allowed twenty minutes for the partaking of a meal and a further twenty minutes after each subsequent four hours overtime. All such time shall be counted as time worked; provided that benefits of this subclause shall not apply to permanent part time employees, until the expiration of the normal shift for a majority of the full-time employees employed on that shift in the ▇▇▇▇ or section concerned. (v) An employee recalled to work overtime after leaving the employer's premises and who is required to work for more than four hours shall be allowed twenty minutes for the partaking of a meal and a further twenty minutes after each subsequent four hour's overtime; all unused FLSA compensatory leave such time shall be counted as time worked. (vi) The meals referred to in subclauses (iv) and (v) of this clause shall be allowed to the employee free of charge. Where the hospital is unable to provide such meals, an allowance per meal of the sum set out in Item 3 of Table 2 - Other Rates and Allowances, of Part B, Monetary Rates, shall be paid to the employee concerned. (vii) Where an employee is required to work an overtime shift on his or her rostered day off, the appropriate meal breaks for that shift, as prescribed by Clause 6, Hours, shall apply. (viii) If an employee is recalled to duty during a meal break, they shall be paid at overtime rates for the total period of the meal break. (ix) An employee who works so much overtime: (a) between the termination of their ordinary work on any day or shift and the commencement of their ordinary work on the next day or shift that they have not had at least eight consecutive hours off duty between these times; or (b) on a Saturday, a Sunday and a holiday, not being ordinary working days, or on a rostered day off without having had eight consecutive hours off duty in the twenty-four hours preceding their next day or shift; shall subject to this subclause, be released after completion of such overtime until they have had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. If on the instruction of the employer such an employee resumes or continues to work without having such eight consecutive hours off duty they shall be paid at double time of the appropriate rate applicable on such day until they are released from duty for such period and they then shall be entitled to be absent until they have had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. (x) In lieu of receiving payment for overtime in accordance with this clause, employees may be compensated by way of time off in lieu of overtime on the abovefollowing basis: (a) Time off in lieu of overtime must be taken within four months of it being accrued at ordinary rates. (b) Where it is not possible for an employee to take the time off in lieu of overtime within the four month period, it is to be paid out at the appropriate overtime rate based on the rates of pay applying at the time payment is made. (c) Employees cannot be compelled to take time off in lieu of overtime. (d) Records of all time off in lieu of overtime owing to employees and taken by employees must be maintained by the employer.

Overtime. (Aa) The normal workweek for each full-All time employee shall be 40 hours. (B) Work beyond the normal workweek worked in excess of regular hours or approved extended period shall be recognized in accordance with Rule 60L-34regular shifts, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight rate of time and one-half, and double time is to be paid for all overtime worked on Sunday. (b) Employees called out to work after having been released from their regular hourly rate day's work or called out on a non-scheduled work day shall receive a minimum of two (2) hours pay at the applicable overtime rates. (c) Employees called out on their regular work days for work less than two (2) hours in accordance with Rule 60L-34, F.A.C., An employee advance of their regularly scheduled working hours shall receive a minimum of two (2) hours pay at the applicable overtime rates. (d) Time for employees who separates are called out will start from the Career Service or moves time they are called and end when they are released from duty. (e) Prearranged overtime work scheduled in advance of regular working hours when assigned to another state agency employees who have had notice not later than at the end of their next preceding work period and who continue to work their regularly scheduled work period following said prearranged overtime shall be paid for all unused FLSA compensatory leave the applicable overtime rate for actual excess time. In the event notice is not given at or before the end of the employee’s next preceding work period they shall be allowed a minimum of two (2) hours pay at the applicable overtime rate. (f) Employees employed for less than two (2) hours on prearranged overtime work who do not perform a regular day's work before or after said prearranged overtime shall be allowed a minimum of two (2) hours pay at the applicable overtime rates. In addition, the two (2) hour minimum pay shall apply in accordance those cases where prearranged overtime is scheduled and is canceled prior to reporting time. (g) When an employee is called out after regular hours of work he/she shall receive not less than two (2) hours time at the applicable overtime rate. If an employee is called back more than once between two (2) consecutive scheduled work days his/her pay for such intermittent work shall not be less than two (2) hours at the applicable overtime rate or more than he/she would have received during any established eight (8) hour work period had he/she worked continuously for such period. For administration purposes employees whose work schedule provides 15 hours between two (h) When actual time worked in a 24 hour period exceeds 14 hours, the employee shall be entitled to an 8 hour continuous rest period when released. If the rest period extends into his/her regularly scheduled work day he/she shall lose no time thereby. During this 8 hour rest period, upon mutual agreement by the Company and employee, an employee may respond for emergency or routine work and will remain on double time until a continuous (i) When an employee is required to climb a radio tower to perform work he/she shall be paid double time during this period with a minimum of two hours. (j) It is agreed that in the case of shift workers the first day(s) off in the work week will be considered their Saturday and the last day off in the work week is to be considered their Sunday and if they are called to work on either of the said days off, they shall be paid the overtime rate specified for such days. (k) Overtime shall be offered based on a rotating overtime list. Once the overtime list is established, it will rotate weekly with the aboveperson at the top going to the bottom and each person moving up. If the union/designee requests the list be revised for any reason, it will be provided to the Company no later than the Wednesday prior to the week the list goes into effect on the next Monday morning.

Overtime. (A) The normal workweek for each full-time employee shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position mayauthorized, directed, or required to work longer than their regular tour of duty and receives approval for such overtime, shall be consistent with the provisions of Article XIV (Work Week). Overtime payments shall be made on the following basis at the end one and one half of the approved extended period if mutually agreed employee's hourly rate: Thereafter, overtime shall be paid in 15-minute segments for all or a portion of such time worked beyond the regular tour of duty. An employee receiving overtime compensation shall remain on duty for the entire duration the employee is receiving compensation. An employee who is authorized, directed, or required to by work longer than their regular tour of duty which falls on a holiday, pursuant to Article XXX (Paid Time Off – Holidays) or an employee who is authorized, directed, or required to work on a holiday, pursuant to Article XXX (Paid Time Off – Holidays) which exceeds the hours and provisions of Article XIV (Work Week) shall be compensated at one and one half of the employee’s “Holiday Rate” which is outlined in Article XXX (Paid Time Off – Holidays). At the request of the employee and supervisorapproval of the Board, waive payment Chief of Emergency Services, or their designee, employees may be granted compensatory time off, consistent with the provisions of Article XXXI (Compensation Time & Buy Back Program), in lieu of paid compensation for authorized overtime and hours worked. Employees covered under this contract shall have the overtime hours credited to “FLSA compensatory leaveright of first refusal for all schedule openings, additional shifts, or special duty. If such approved election the shift becomes open 24 hours or less before the shift is madescheduled, all qualified full-time staff shall be paged or texted simultaneously and the overtime opening shall be covered on a first come first serve basis. If the opening is for more than 24 hours will prior to the start of the shift, it shall be credited as FLSA compensatory leave credits at the rate covered using an ongoing rotation of one full-time staff. Superior Officers (Lieutenants, Captains, and oneChiefs), Fire Official, Part-half hours for each hour of overtime worked. An employee will time and Per-Diem employees shall only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any utilized when no full-time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the aboveemployees are available.

Overtime. All overtime must be documented and recorded with payroll and have approval prior to working. Staff are encouraged to mutually arrange that any authorized additional hours worked for a planned event meetings, community events, public meetings, etc.) and taken as time off in lieu during a seventy (A70) or eighty (80) hour pay period through adjusting or flexing the work day shall be taken as straight time and not counted as overtime earned. authorized hours worked exceeding your approved work schedule shall be added to the employee’s overtime bank at the following rates: Monday to Saturday Sunday, Recognized or Statutory Holidays Time one half Double Time This overtime provision shall not apply until an employee works more than one-half hour overtime on any one day. The normal workweek overtime bank for each fullwill be an earned bank. With the exception of the floater holiday and Remembrance Day, employees shall use the following priority for taking time off: Carry-over overtime Carry-over vacation Overtime vacation time Any such carry-over time accumulated in must be taken as time in lieu by April Beginning in lieu time may be taken at a time mutually agreeable to the employee and and accumulated time in lieu must be arranged with the and taken prior to April of the following year, or will be paid out to the employee. The employee and the will make reasonable efforts to schedule lieu time. In employees accumulating less than three (3) weeks or hours) of approved earned overtime hours will receive time-off as compensation for this overtime. Employees accumulating greater than an earned three (3) weeks (I or hours) may elect to bank said time or receive paid overtime for any amount greater than three (3) weeks. Overtime will be paid out to the employee quarterly (March June September and December 31). In employees accumulating less than hours on a hour week or hours on a hour week of approved earned overtime hours will receive time-off as compensation for this overtime. Employees accumulating greater than an earned hours on a hour week or hours on a hour week may elect to bank said time or receive paid overtime for any amount greater than these amounts. Where an employee is required to work three (3) or more continuous hours, contiguous with the regular workday, the employee shall be 40 hours. eligible for a meal allowance of ten dollars (B$10.00) Work beyond the normal workweek or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. eleven dollars (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the above.$1I in

Overtime. (A) The normal workweek for each full-time employee Employees shall be 40 hours. (Bcompensated at a rate of one and one half ( 1 1/2) Work beyond for all work authorized by an appropriate supervisor such as the normal workweek or approved extended period Director of Public Works and/or Superintendent that is performed before the official starting time and until the official starting time. Employees covered by this agreement shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits compensated at the rate of one and one-half (1 1/2) times their regular straight time hourly rate of pay for all time, authorized by an appropriate supervisor, in excess of eight (8) hours for each hour of overtime workedin a day or forty (40) hours in a week while working a five (5) day work week Monday through Friday. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee One and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 one-half (1 1/2) shall be paid for time worked on Saturday providing the Employee had worked at least forty (40) hours during the normal working hours of the current week as described above. Paid leave such as sick leave and vacations shall be considered as time worked in determining when overtime pay is warranted either on a daily or weekly basis. Holidays that are observed during the normal work week shall be considered as time worked for purposes of determining whether overtime pay is warranted on a weekly basis. The following definitions of overtime are to be applied to the classification most appropriate to perform the work: a. Scheduled overtime shall be defined as overtime pre-arranged by posting and the employee signing the posting sheet. Scheduled overtime shall be offered to each employee on a rotating basis. Once an employee is offered overtime, he/she shall be placed at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from bottom of the Career Service or moves to another state agency list. The list shall be paid in seniority order and the first offer of overtime under this Agreement shall be made to the most senior employee. b. Continuation of shift shall be defined as overtime that occurs when a project cannot be completed during the normal shift of work and overtime is required to bring the activity to a logical conclusion point or all overtime that occurs within 3 hours prior to the scheduled start of shift. Such overtime shall be offered first on the basis of bargaining unit seniority to those employees engaged directly in the activity. In the event that additional employees are required for all unused FLSA the activity such overtime shall be offered to employees on the basis of straight bargaining unit seniority. An example of continuation of shift is as follows but not limited to. • When an employee is required to report to work early (called within 3 hour priors to the scheduled work time) for a shift and this time worked is adjacent to the beginning of the employees shift. In this case, an employee is expected to remain at work until the scheduled start of shift performing work as directed by their supervisor or supervisor’s designee. In this case overtime will be offered first to those employees at the work site and then on the basis of seniority; and • When an employee is scheduled for an early start time prior to the end of the prior work day. c. Emergency overtime shall be defined as overtime that occurs because of unforeseen circumstances and requires callback of employees with a rapid response. Overtime resulting from emergency incidents shall be offered on the basis of rotating seniority. The Employer shall not be required to notify employees who are not at work due to illness, injury, vacation, holiday, personal day, compensatory leave in accordance with time off or regularly scheduled day(s) off of the aboveavailability of overtime.

Overtime. ‌ This section shall not be construed as a guarantee of hours of work per day or per week, or a guarantee of days of work per week. 17.1 Overtime is defined as (a) any time worked outside of one’s regular schedule, or (b) any time worked on a paid holiday. 17.2 Overtime rates shall be paid under the following conditions: (A) The normal workweek All overtime will be paid at one and one-half times the regular hourly rate of pay with the following exceptions: - Twice the regular hourly rate of pay will be paid after working 12 consecutive hours. - Twice the regular hourly rate of pay for all hours worked on a second and each fullday thereafter of overtime assigned. - Non-shift employees will receive twice the regular hourly rate of pay for overtime call outs. - All training assigned outside of regular work hours will be paid at the one and one-half times the hourly rate of pay. Under no circumstances will double time employee shall be 40 hourspaid for training. (B) Work beyond Nothing in Article 17 shall prevent the Company from exercising a Home Early Day when operating conditions allow pursuant to the 12-hour shift schedule. 17.3 The Company shall have the right to assign overtime to qualified employees, but will make a good faith attempt to distribute overtime equitably. When operational needs require, employees shall be available to work overtime if requested to do so. If overtime is an extension of the normal workweek work day or approved extended period occurs during a lunch period, it will normally be assigned to the employee who is doing the particular job at the particular work station needed for overtime operation. All overtime scheduling must have prior approval by the appropriate supervisor. 17.4 No pyramiding of overtime and/or premium pay will be permitted, i.e., there shall not be payment of more than one overtime or premium rate for the same hours of overtime. 17.5 For the purpose of computing overtime pay, only time spent working shall be considered as hours worked. Travel time in connection with overtime work shall be paid at the overtime rate. Vacation, sick leave, funeral, floating holiday and jury duty are considered as time worked. 17.6 Lost time due to general leave, personal business, unexcused absence and lateness shall not be considered as hours worked. Hours worked on a Company recognized holiday shall be paid in accordance with Rule 60L-34this Article, F.A.C.; provided, however, that in addition to the holiday received. 17.7 All overtime must be authorized by the employee’s supervisor or management prior to working overtime hours except in the case of an emergency at which time the overtime may be authorized by the employee’s supervisor after the emergency. 17.8 The Company shall furnish an appropriate meal or reimbursement when an emergency employee is declared by working overtime and is prevented from observing the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assignednormal meal practice. The state and meal or reimbursement is due every 5 hours during an overtime period except when the Union overtime is prearranged for a non-workday where the employee will cooperate to secure funds for provide the payment of overtime to unit employees in the situation described herein. first meal (C) typically lunch). The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it first meal is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at due 5 hours following the end of the approved extended employee’s lunch period if mutually agreed or ¼ hour past the end of a 12-hour shift. Time to by consume such meal shall be considered as time worked, and in no event shall exceed one- half hour. In the event the employee and supervisor, waive payment for overtime and have foregoes the overtime hours credited to “FLSA compensatory leave. If such approved election is mademeal, the overtime hours employee will be credited as FLSA compensatory leave credits at the rate of one reimbursed $13.00 and one-half hours for each hour of overtime worked. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor may, with a minimum of five workdays notice, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits pay at the close of business on December 31 and June 30 shall be paid overtime rate for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovesuch missed meal.

Overtime. (A) The normal workweek Employer shall pay time and one-half the regular rate of pay, calculated to the nearest minutes worked, for each fullall time in excess of seven and half hours in any one day, if such additional time is worked after the employee’s scheduled finishing time. Time and one-half employee’s regular straight time employee rate shall be 40 hours. (B) Work beyond the normal workweek or approved extended period shall be recognized paid for all hours worked in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds for the payment excess of overtime to unit employees in the situation described herein. (C) The Union agrees to support those changes in Rule 60L-34, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMS, FLSA compensatory leave credits shall be granted, administered, and used as described below: An employee who is filling an included position may, at the end of the approved extended period if mutually agreed to by the employee and supervisor, waive payment for overtime and have the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate of one seven and one-half hours in one day or seventy-five hours in a pay period but not both If an employee’s scheduled paid holiday (or alternative day off under Article hereof) falls within the employee’s scheduled work week, such paid holiday shah be deemed as seven and one-half hours worked for each hour the purpose of computing overtime. The overtime rate shall also be paid for work performed during an employee’s scheduled time off. Overtime be offered by seniority within the classification the Deportment or Nursing Unit. Should it be necessary for the Hospital to amend such procedures, the Union will be consulted prior to implementation. Overtime offered but turned down will be considered as having been worked. An employee will only be permitted required to accumulate a maximum of 80 work two hours of FLSA compensatory leave credits, which may be taken or more overtime in any increments if agreed day in addition to by the employee his or her regular seven and the supervisor. If mutual agreement is not reached, the supervisor may, one-half hour shift shall be supplied with a minimum voucher entitling him or her to a free meal up to in value in the Hospital cafeteria, or a cash in lieu thereof in amount of five workdays noticeIf an employee is temporarily assigned to work in another classification for a period in excess of one hour, require the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 he shall be paid for such time worked from the commencement of such work at the highest rate in the classification. If such highest rate shall be less than the employee’s straight current rate of pay, he shall suffer no reduction in pay. If such transfers are on a continuing and regular basis. involving in excess of five working days. the lob shall be posted in the manner herein provided. An Orderly replacing the Attendant in will be paid a differential of cents for any time regular hourly rate in accordance worked to a maximum of seven and one-half hours per day commencing with Rule 60L-34, F.A.C., the hour. An employee who separates required to perform some of the management functions of a Supervisor or Non-Union employees, commencing on the day of such employment shall be paid at his or her regular rate of pay plus cents per hour added to the rate of pay to compensate for any additional duties required of him. Time With the changeover to Day Light Saving from the Career Service Standard Time or moves to another state agency shall vice-versa in any year, employees will be paid for all unused FLSA compensatory leave hours worked at regular pay when the changeover occurs. The Union acknowledges that nothing in accordance with this Agreement constitutes a guarantee to part- time employees of a certain number of hours to be worked in a day or a certain number of days to be worked in a week. However, the aboveparties that effective March the minimum length of time employees shall be 3 hours.

Overtime. 1. Employees who are non-exempt under the FLSA shall receive one and one-half (A1.5) The normal workweek times their regular hourly rate for each fullall hours actually worked in excess of forty (40) hours per work week. 2. Employees who are non-exempt under FLSA, who work part-time employee schedules, shall be compensated at straight time rates for hours worked over their normal scheduled hours on any workday, and shall receive one and one-half (1.5) times their regular hourly rate for all hours over 40 hourshours in a workweek. Such employees may request compensatory time off in lieu of cash payment 3. Employees may not assign overtime work to themselves or work overtime without specific approval by the State’s Attorney. 4. With the approval of the Department, earned overtime may be taken on a time and one-half compensatory time basis in lieu of cash overtime. The Department may direct employees to utilize comp time each year and in its sole discretion may opt to pay out comp time within the fiscal year it was earned. 5. DSA’s shall receive an additional one thousand (B$1000.00) Work dollars annually, payable in two installments in December and May of each fiscal year, over and above the compensation increases set forth in Wage and Step article hereof, for all overtime hours associated with competent fulfillment of their job responsibilities. Also, with the permission of the appropriate State’s Attorney, DSA’s may receive discretionary compensatory time off at straight time for overtime hours worked which shall not be compensable in cash or eligible for payout upon separation. With the permission of the appropriate State’s Attorney, a DSA may receive up to 16 hours of discretionary time off for significant hours worked at night or on a weekend relating to a trial or brief or other case preparation. The State’s Attorney must send written notice to the Executive Director on the form provided by the Department at the time of awarding the hours. The employee must utilize the time off within the current or next two pay periods, and must code it as “Paid Not Worked” or another code as directed by the Department. This time off may not be carried over beyond the normal workweek second pay period after which it was authorized, and shall not be compensable in cash or approved extended period shall be recognized in accordance with Rule 60L-34, F.A.C.; provided, however, that when an emergency is declared by the Governor and funds are available, employees who are assigned to the emergency area described in the Governor’s Executive Order shall be subject to a 40-hour workweek while so assigned. The state and the Union will cooperate to secure funds eligible for the payment of overtime to unit employees in the situation described hereinpayout upon separation. (C) The Union agrees to support those changes in Rule 60L-346. Victim Advocates who complete at least two entirely voluntary webinars or equivalent professional development trainings per quarter, F.A.C., that may be required in order for the state to be in compliance with the Fair Labor Standards Act as it is applied to public employees. (D) If the agency has a plan approved in advance by the DMSDepartment, FLSA compensatory leave credits shall be grantedreceive a quarterly stipend in the amount of one hundred and fifty ($150) dollars, administered, and used as described below: An employee who is filling an included position payable in the last payroll cycle of each such quarter. The participation in training may, take place during the workday, provided that there is no conflict with existing work commitments and work priorities. The employee must request approval in advance from their State’s Attorney if they want to participate in the training during the workday. Since this training is entirely voluntary, there is no overtime authorized relating to the training. 7. SAS Administrative Assistants, SAS Secretaries and SAS Program Service Clerks who complete at the end of the least two entirely voluntary webinars or equivalent professional development trainings per quarter, approved extended period if mutually agreed to in advance by the employee and supervisorDepartment, waive payment for overtime and have shall receive a quarterly stipend in the overtime hours credited to “FLSA compensatory leave. If such approved election is made, the overtime hours will be credited as FLSA compensatory leave credits at the rate amount of one hundred and one-half hours for fifty ($150) dollars, payable in the last payroll cycle of each hour of overtime workedsuch quarter. An employee will only be permitted to accumulate a maximum of 80 hours of FLSA compensatory leave credits, which may be taken The participation in any increments if agreed to by the employee and the supervisor. If mutual agreement is not reached, the supervisor training may, take place during the workday, provided that there is no conflict with a minimum of five workdays noticeexisting work commitments and work priorities. The employee must request approval in advance from their State’s Attorney if they want to participate in the training during the workday. Since this training is entirely voluntary, require there is no overtime authorized relating to the employee to use such leave credits at any time in increments of full workdays. However, all unused FLSA compensatory leave credits at the close of business on December 31 and June 30 shall be paid for at the employee’s straight time regular hourly rate in accordance with Rule 60L-34, F.A.C., An employee who separates from the Career Service or moves to another state agency shall be paid for all unused FLSA compensatory leave in accordance with the abovetraining.