Common use of Overtime Clause in Contracts

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) 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 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 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. All employees covered by this MOU shall A. For Fair Labor Standards Act (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 rate of Federal Fair Labor Standards Act. The decision to grant 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 (1½1 1/2) for overtime worked. In determining whether or not overtime in compensatory time off for any 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 worked over forty (40) per week. B. Double time will be paid, or double time allowed off within the same pay period, for all requested and approved hours worked on holidays that are defined in the Agreement. The decision to grant time off will be determined by the Employer after consultation with the employee. C. Overtime hours shall be divided as equally as possible among employees in the same classifications in their respective unit, provided they are qualified and able to do the work assigned. An up-to-date list showing overtime hours will be posted monthly in a work week which 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 shall be computed from January 1 through December 31 of each year. Excess overtime hours will be paid carried over each year and are subject to review at the end of each period. E. The Employer has the right to assign employees to be on call. Employees required to be on call will be compensated at time and one-half (1½1 1/2) 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 instanceor compensatory time off, overtime shall be calculated at the rate of one and one-half (1½) times the employee’s regular rate of paydespite Article 20, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtimeSection A, 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 when actually required to work more 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 a seven consecutive day period will also be provided with five (5) hours of comp time in addition to the above, or pro rata, if less than seven (7) consecutive work days, commencing . If the Court orders placement of a child outside the home and a hearing is statutorily required on the eighth (8th) daya weekend, the employee will be compensated at two shall receive five (25) times his/her base hourly rate for each hour worked until such hours of compensatory time as two (2) consecutive days off are received. This payment shall only apply when in additional to 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftabove.

Overtime. All (a) Any one of the following constitutes overtime: (1) Work in excess of the daily work shift for full-time employees covered by this MOU shall be paid at the rate assigned to scheduled work period positions; (2) Work in excess of time and one-half forty (1½40) for overtime worked. In determining whether or not overtime hours have been worked, only productive in one (1) work hours (actual hours worked) shall apply. Overtime is authorized 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 day twenty four (24) hour period or over forty eighty (4080) hours in a fourteen (14) day period. (b) Overtime worked by the eligible employees assigned to scheduled or nonscheduled work week which will positions shall be paid compensated at time a rate of one and one-one- half (1½1-1/2) times the employee's straight time hourly rate including shift differential for all overtime worked as provided in subsection (a) of this section. (c) Overtime-eligible employees assigned to scheduled or nonscheduled work period positions shall receive monetary payment as compensation for overtime worked; however, at 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's request, overtime shall be calculated compensatory time off at the rate of one and one-half (1½1-1/2) times the employee’s overtime hours worked may be granted in lieu of monetary payment. (d) Compensation paid to an employee for accrued compensatory time shall be paid at the regular rate earned by the employee at the time the employee receives such payment. Upon termination of payemployment, as defined an employee will be paid for any unused compensatory time in accordance with the Fair Labor Standards Act. (e) Use of accrued compensatory time shall be approved by provisions the employing official with consideration being given to the work requirements 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 department 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 daywishes of the employee. 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-Compensatory time overtime computation for regularly assigned work hours on the new day. Overtime off 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 the employing official during the final sixty (760) consecutive work daysdays of a biennium (for the University-wide Nonsupervisory, commencing on University-wide Supervisory, Contact Center, Contact Center Supervisory, and Healthcare Professional/Laboratory Technical bargaining units), or fiscal year (for the eighth (8th) day, the employee 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 compensated at two (2) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are received. This payment shall only apply cashed out every June 30th or when the employee has been scheduled by management and ordered to work more than seven (7) consecutive work days, and does not apply 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 with pay during the employee's regular work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee schedule shall be 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-considered as time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftworked.

Overtime. All employees covered by this MOU (a) “Authorized voluntary overtime” and “authorized voluntary standby time” shall be paid defined 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. (b) “Ordered involuntary overtime” and “Ordered involuntary standby time” shall be defined as directed in writing to work. Such overtime or standby time may only be authorized by the Center Official who is delegated such authority, and who will authorize such in writing as soon as practicable following assignment. (a) Ordered involuntary overtime worked between the thirty-fifth (35th) hour and fortieth (40th) hour in any payroll week shall be compensated in cash at straight time. (b) Ordered involuntary overtime in excess of forty (40) hours in any payroll week shall be compensated in cash at time and one half (1 ½ x). (c) For employees granted shortened work days under Section 15 of Article IX, compensatory time for work performed between thirty (30) and thirty-five (35) hours a week or between thirty-five (35) and forty (40) hours, as applicable, when such shortened schedule is in effect shall be granted at the rate of straight time (1x time), but such work shall not be considered overtime. (d) Upon the mutual agreement of the employee and the Center Director or designee of the Center Director, for any particular work week, the overtime compensation provided in Subsections (a) and (b) shall be granted in compensatory time off in lieu of cash at the rate of straight time, for overtime under Subsection (a) and at the rate of time and one-a half (1½1 ½ x) for overtime workedunder Subsection (b). In determining whether or not Meal allowances in such instances shall be provided for hours worked under Subsection (a) only. Section 3. Authorized voluntary overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees which results in any employee working 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 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 normal work week in any payroll week shall be calculated compensated in time off at the rate of one and one-half straight time (1½) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtime1x). 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. All employees covered by this MOU MOU, with the exception of the Senior Real Property Agent classification, shall be paid at the rate of time and one-half (1½) 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-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 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 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, days and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) for overtime hours 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) their regularly scheduled daily straight-time hours a day or over forty (40) straight-time hours in a work week 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 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 purposes of determining the application of any weekly “FLSA” overtime or double time overtime, as an employee must work forty (40) hours of straight- time before being entitled to “FLSA” overtime. 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 receive the greater amount. 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 excess of an employee’s regularly scheduled daily straight-time 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 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 daysdays of at least eight (8) hours per day, commencing on the eighth (8th) day, the employee will be compensated at two (2) times his/her their base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. Section 1 All employees covered by this MOU shall be paid at the rate of time hours authorized and one-half (1½) 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 worked in excess of eight (8) hours a day or over forty (40) hours in a seven (7) day 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 period shall be calculated compensated at the rate of one and one-half (1½) times the employee’s 's regular rate of pay consistent with the provisions of the Fair Labor Standards Act (FLSA). Additional hours worked under forty (40) hours in a week to make up for time adjustment or other non- worked hours will be paid at straight overtime (not time and a half). There shall be no compensatory time in lieu of overtime pay. 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 computed as time worked for determining overtime eligibility, the intent being to 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 time adjustment of 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 call back pay per week shall cause the time adjustment to be considered hours worked. D. Holiday pay, as defined by in Article 15, shall be computed when the designated holiday is an employee's normally scheduled workday and the employee is given the day off in observance of the holiday; E. Annual leave hours shall be computed only when such leave is prescheduled and approved according to the vacation schedule provisions of Article16; or when annual leave hours are requested and approved prior to the FLSA (“FLSA” overtime). Should employee's knowledge that overtime has been scheduled during the calculated “FLSA” overtime be greater than week the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent with other provisions annual leave is requested/approved. F. Bereavement Leave Hours; G. Jury Duty Leave hours paid; H. Emergency Working Condition Hours as described in Section 3 of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive Article. All other hours paid but not 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 computed as 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftworked.

Overtime. All employees covered by of this MOU Unit shall be paid at the rate of time and one-half (1½) 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 receive compensation 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 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 calculated cash at the rate of one and one-half (1½) times the employee’s regular hourly rate of paypay for overtime worked, as defined by provisions herein. 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, (“FLSA” overtimefrom 12:01 a.m., Monday through Midnight the following Sunday). 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 Overtime shall also include all authorized consecutive hours worked (e.g., over eight (8) hours in a day and per day) which extend into a new day. This provision shall include hours worked before or at the end of a normal work scheduleshift. 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 Employees covered by this MOU in departments designated in the Salary Resolution may accrue compensatory time off up to a maximum of sixty (60) hours (24 of which may be holiday accrual). Employees may request to be paid in cash or at any time for accrued as Compensatory Time Off hours. Any hours accrued above the sixty (CTO60) as outlined hour combined maximum shall be paid in cash by 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 department on the eighth (8th) day, next available pay period. Compensatory time off and Holiday Accrual balances may be paid off annually in cash at a time selected by the employee will be compensated department head at two (2) times his/her base hourly rate for each hour discretion. Annually shall mean once within a twelve (12) month period. Overtime worked until such time as two (2) consecutive days and accrued in a pay period may be taken 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth (8th) day overtime eligibilityduring that same pay period if mutually agreed upon. Employees may either complete the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled allowed to double-accrue any additional hours until their combined hours fall below the maximum of sixty (60) hours. All compensatory time pay for off will be taken off at a time mutually agreed upon by the eighth (8th) consecutive day worked nor days thereafterdepartment head or his/her representative and the employee. Employees may rescind such waiver in writing Additionally, prior to their scheduled shiftany promotion or departmental transfer, employees must either cash out or use all accrued CTO and Holiday Time Off balances.

Overtime. (a) All employees covered by this MOU time worked in excess of regular hours or regular shifts, shall be paid for at the rate of time and one-half half, and double time is to be paid for all overtime worked on Sunday. (1½b) Employees called out to work after having been released from their regular 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 overtime worked. In determining whether or not overtime hours have been worked, only productive work hours less than two (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of eight (8) hours a day or over forty (402) hours in 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 are called out will start from the time they are called and end when they are released from duty. (e) Prearranged overtime work week which will scheduled in advance of regular working hours when assigned to 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 time and one-half (1½) or before the end 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 next preceding work period they shall be calculated at the rate allowed a minimum 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 hishours 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/her base hourly rate for each hour worked until such she shall receive not less than two (2) hours time as at the applicable overtime rate. If an employee is called back more than once between two (2) consecutive scheduled work days off are received. This payment his/her pay for such intermittent work shall only apply when not be less than two (2) hours at the employee has been scheduled by management and ordered to work 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) consecutive work dayshours will be considered the first eight (8) hour period. (h) When actual time worked in a 24 hour period exceeds 14 hours, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 doublean 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 departments. All overtime shall be combined on one list for equalization purposes. The Company shall, at the end of each bi-weekly pay period, post a report of equivalent straight time pay 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 eighth hours shall be charged against the employee (8thfor overtime equalization purposes) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftas though he/she had worked.

Overtime. All employees covered by this MOU Overtime shall be paid accrued at the rate of time and one-half (1½1 1/2) for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall applythe 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 by employees in excess of eight (8) hours a day or over 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 is 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 employees who work week which hours outside their regularly scheduled work hours will not be paid at time and one-half (1½) of the employee’s base rate of pay (“County” overtime) unless the eligible for overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be 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 compensation until they work more 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 or 40 hours in a new 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. This provision On-call time shall include 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 cash or if by mutual agreement of the employee and Employer, in compensatory time. All overtime shall be recorded by the employee on his/her next regularly scheduled workday. All overtime must be pre-approved, whenever possible, by the department head or designated supervisor. Compensatory time off shall be scheduled by agreement between the department head and the employee involved as soon as is mutually convenient following the day in which the authorized overtime work is performed. Employees may accrue up to 60 hours worked before or of compensatory time and carry this amount into each new fiscal year. Compensatory time in excess of 60 hours shall be paid at the end of a normal the next regular pay period. Overtime work schedule. However, overtime paid in this setting shall be computed daily to the nearest quarter (1/4) hour and shall not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new carried forward from day to day. Overtime may For the purpose of computing overtime hours for overtime eligible employees, vacation leave and, compensatory leave shall be paid in cash or accrued regarded as Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained in hours worked. For employees working a flex schedule, 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 worked until such time as two (2) consecutive days off are received. This payment clause shall only apply when the employee has been scheduled by management and ordered required to work more than seven (7) consecutive work dayson a normally scheduled day off. At no time shall sick leave be regarded as hours worked. The parties agree that as provided by ORS Chapter 279, and does not apply when the work is as a result of the employee volunteeringcertain positions are excluded from overtime compensation. To clarify which employees Such positions are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver noted in writing prior to their scheduled shiftEnclosure 1 attached hereto.

Overtime. All regular full-time employees covered by this MOU agreement shall be paid compensated for overtime in accordance with the following 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 the a rate of time and one-and-one-half (1½1-1/2) 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 times each hour worked in excess of eight (8) hours in a day or over more than forty (40) hours in a seven (7) day work week which will period. C. Employees eligible for overtime compensation who work on a regular schedule in excess of eight (8) hours per day shall be paid entitled to overtime compensation at time and a rate of one-and-one-half (1½1-1/2) times each hour worked in excess of the employee’s base rate of pay regularly scheduled hours for that day or more than forty (“County” overtime40) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be 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 seven (7) day work period. D. When practical, the Department will offer Callback Overtime and which extend into shift holdover work (when an individual worker is needed vs. a new daycrew) 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. This provision shall include 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 before 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 end request of a normal work schedulean employee and with the concurrence of the Personnel Director, extend the limit on accumulated compensatory time off in excess of sixty (60) hours. However, overtime paid Hours accumulated in this setting excess of the maximum accruals 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 at the following Compensatory Time Off article contained in this MOU. Should employees of this Unit appropriate overtime rate. G. Accumulated compensatory time off shall be scheduled by 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 to work more than seven (7) consecutive work daysclassification, commencing on employees shall be paid in cash for accumulated compensatory time off at the eighth (8th) dayappropriate rate. I. Unless otherwise provided, the employee workweek on which overtime calculations will be compensated based shall begin each Sunday at two midnight (212:01 AM) times his/her base hourly rate for and each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee workday shall be provided a form upon which to waive eighth begin daily at midnight (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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift12:01 AM).

Overtime. 20.01 Time worked by an employee in excess or outside of his or her scheduled hours of work shall be considered as overtime. (a) All employees covered by this MOU shall be paid at the rate of time and one-half (1½) 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 worked 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 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 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 them at two (2) times his/her base their straight-time hourly rate rate. Employees are entitled to overtime compensation for each hour completed fifteen (15) minute period of overtime worked until by the employee. Employees at their request, shall be granted time off in lieu of overtime at the appropriate overtime rate. The employee and his or her supervisor shall attempt to reach mutual agreement with respect to the time at which the employee shall take such lieu time off. However, failing such agreement, such lieu time will be accumulated. Where an employee requests time off in lieu of overtime, the employee must indicate this to his or her supervisor prior to the end of the month in which the overtime occurred. Employees who have accumulated time off in lieu of overtime shall, upon request, be paid out any portion of this accumulated time off in lieu. Where an employee has not utilized accumulated time off in lieu of overtime by the end of the vacation year, the unused portion will be paid off at the appropriate overtime rate. (b) Except as provided in clause 20.02(a) NAV CANADA will endeavour to make cash payment for overtime in the month following the month in which the overtime was worked. (c) Where an employee works in excess of the regularly scheduled hours of work on a day that is a holiday, the employee shall be paid at two (2) consecutive days off times his or her straight-time hourly rate for all hours worked in excess of his or her regularly scheduled hours. (d) When an employee works overtime on a day of rest and where such overtime assignment does not commence and end on the same day, such assignment shall be considered for all purposes to have been entirely worked: (i) on the day it commenced where half or more of the hours worked fall on that day, or (ii) on the day it terminates where more than half of the hours worked fall on that day. 20.03 NAV CANADA will endeavour to keep overtime work to a minimum and shall assign overtime equitably among employees who are received. This payment qualified to perform the work that is required at the location concerned. 20.04 Except in an emergency, no operating employee shall only apply when the employee has been scheduled by management and ordered to work more than seven twelve (712) consecutive work days, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth hours or more than nine (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 the eighth (8th9) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftdays.

Overtime. All overtime for employees covered by this MOU will be paid to the nearest quarter hour and shall be paid for all hours worked in excess of the forty (40) hours 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 purposes of overtime. Employees working for special functions will be paid time and one-half (1-1/2) when the work is done outside the normal work schedule of the employee. Work performed at special functions which fall on holidays will be compensated at the rate of time and one-half (1½1-1/2), and the employee shall also be paid holiday pay. There shall be no pyramiding of overtime. 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 regularly assigned job(s) will be paid at the negotiated hourly rate(s) for overtime workedthose jobs. In determining whether or not overtime The hours have been worked, only productive worked for the regular assignment(s) will be calculated for the work week before any hours (actual under the extracurricular contract. To the extent the regular hours worked) shall apply. Overtime is authorized work performed by employees in excess of eight (8) hours a day or over 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 spent in a work week which 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 (1½) of the employee’s extra-curricular base rate for the extracurricular contract for hours worked in excess of pay forty (“County” overtime40) unless work hours for the overtime meets workweek. If the definition of overtime 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 the supplemental Salary Schedule for such extracurricular position established in that Agreement, the Board shall make a one-time payment to 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 services under the provisions of FLSA. In the latter instance, overtime shall be calculated that contract at the extracurricular base rate of one and one-half (1½) times plus any payments arising from weeks in which 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 member works more than seven forty (740) 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shifthours.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) for overtime hours 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) their regularly scheduled daily straight-time hours a day or over forty (40) straight-time hours in a work week 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 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 purposes of determining the application of any weekly “FLSA” overtime or double time overtime, as an employee must work forty (40) hours of straight- time before being entitled to “FLSA” overtime. 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 receive the greater amount. 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 excess of an employee’s regularly scheduled daily straight-time hours, 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 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 daysdays of at least eight (8) hours per day, commencing on the eighth (8th) day, the employee will be compensated at two (2) times his/her their base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. All 22.01 Employees requested to work in excess of the normal daily full shift hours as outlined in Article 21.02, or who are requested to work on their scheduled off-duty days, shall be paid: (a) The rate of time-and-one-half (1½ x) of their basic hourly rate of pay for the first two (2) hours of overtime on a scheduled work day and double-time thereafter; (b) The rate of double-time of their basic hourly rate of pay for all hours worked on a scheduled day off. 22.02 Assignments of overtime work shall be offered to employees covered by this MOU within the classification on the basis of seniority. When an overtime assignment arises, it shall first be offered to qualified employees on duty. If no one accepts to work the overtime shift, it will then be offered to all other qualified employees in seniority order. 22.03 Employees required to work on a scheduled day off shall receive the overtime rate as provided but shall not have the day off rescheduled. 22.04 If an employee works overtime on a statutory holiday which calls for a premium rate of pay as provided at Article 27, the employee shall be paid overtime at the rate of time and time-and-one-half times (1½ x) the premium statutory holiday rate for all hours worked beyond seven-and-one-half (1½7½) for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) in that day. 22.05 Overtime pay shall apply. Overtime is authorized work performed by employees in excess of be paid to the employee within eight (8) hours days after the expiration of the pay period in which the overtime was earned except as provided in Article 22.06 below. (a) A record shall be kept of authorized overtime worked by each employee which, at the option of the employee, shall be taken as time off or pay. Should the option be time off, such time off for overtime shall be accumulated and taken at a day time mutually agreed to by the employee and the Employer. (b) The overtime earned between April 1 and September 30 shall, at the employee’s option, be taken as time off or over forty (40) hours in a work week which will pay prior to March 31 of the next calendar year. Any unused portion of the accumulated overtime as of March 31 shall be paid out at the employee’s current rate of pay. (c) Any overtime earned between October 1 and March 31 shall, at the option of the employee, be taken as time and off or pay prior to September 30. Any unused portion of the accumulated overtime as of September 30 shall be paid out the employee’s current rate of pay. 22.07 An employee who works two-and-one-half (1½2½) of the employee’s base rate of pay (“County” overtime) unless the overtime meets the definition hours of overtime under the provisions immediately before or following their scheduled hours of FLSAwork shall receive a meal allowance of twelve dollars ($12). In the latter instance, overtime One- half (½) hour with pay shall be calculated allowed the employee in order that they may take a meal break either at the rate or adjacent to their place of one and one-half work. (1½a) 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 clause shall not be included in any overtime/doubleapply to part-time overtime computation for regularly assigned work hours on employees until 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 requirements 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.Article

Overtime. All employees covered by this MOU (a) The Board shall be paid pay overtime worked at the rate of time and one-half (1½1 ½) for overtime worked. In determining whether or not overtime all 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 worked over forty (40) hours in any seven (7) day period. For the purpose of this paragraph, Sunday through Saturday constitutes a work week which week. (b) Overtime will be paid at time and one-half (1½) granted only upon prior approval 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 's supervisor/designee and shall be calculated defined, for the purpose of this section, as all work associated with normal job responsibilities. (c) When computing hours worked, holidays, sick leave days, professional leave, and other Board approved leave (except a leave of absence) shall count as a regular work day. A regular work day is defined as hours worked by the 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 rate beginning of one and one-half each school year. (1½f) 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” If an employee is eligible to work overtime, and he/she subsequently turns down an adjusting entry offer of overtime, he/she will not be eligible again until his/her name reappears in rotation. (earn code 90-FLSA OTg) shall be madeExceptions to the seniority rotation system of granting overtime include but are not limited to the following: 1. Consistent with other provisions of this MOU The custodian assigned and the Salary Resolutiontrained to complete specific job responsibilities such as checking boilers, overtime shall also include all authorized consecutive hours worked over eight (8) hours in a day plowing snow, completing emergency repairs and/or maintenance, and which extend into a new day. This provision shall include hours worked before or finishing jobs at the end of a normal work scheduleshift that were started during that work shift. 2. However, All custodians who are assigned to finish jobs at the end of the work shift that were started during that work shift. (h) Each out-of-rotation overtime paid in this setting period shall not be included in any overtimelogged by the supervisor/double-time overtime computation for regularly assigned work hours designee on the new day. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in overtime list next to 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 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 name of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftworked.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) 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 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 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” 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. All A. Only FLSA non-exempt employees covered by this MOU shall be paid at receive pay for overtime. B. Overtime work is performed either before or after the rate of time and one-half (1½) for overtime worked. In determining whether normal or not overtime hours have been worked, only productive assigned work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees schedule in excess of eight (8) forty hours a day 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 over forty (40) hours in a work week which will after work, or during the lunch period, shall not be paid at time and one-half (1½) of the employee’s base rate of pay (“County” overtime) unless the included as overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, worked. C. Pay for overtime shall be calculated at the rate of one and one-half (1½) times the employee’s 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 non-exempt position the designated work period, the designated work hours and the designated 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) All such determinations shall be madeprovided to each employee and shall be filed in the personnel file. I. Compensatory Time — Exempt employees will receive compensatory time for any “overtime” worked. Consistent with other provisions of this MOU Compensated time will be granted on an hour-for-hour basis 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 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 normal work schedulesix- month period are June 30th for January 1 – June 30 and December 31st for July 1 – December 31 of each calendar year. HoweverAt the start of each six-month period, overtime paid in this setting shall each exempt employee will have a zero balance of compensatory time, unless otherwise approved by the General Manager. The District will not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new day. Overtime may be paid in pay 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 otherwise offer compensation for each hour worked until such accumulated compensatory 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftunder any circumstance.

Overtime. All employees covered by this MOU 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 such overtime in the following manner: 9.4.1 An employee who is required to work overtime in excess of the employee's normal working hours (as set out in Clause 8.1 hereof) shall be paid at the rate of time one and one-half (1½) for times the hourly rate of the employee computed on the basis of the normal working hours. All 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 worked by employees an employee in excess of eight four (8) hours a day or over forty (404) hours in a any normal work week which will shall be paid at time and one-half (1½) double the hourly rate of the employee computed as aforesaid. 9.4.2 An employee who works on the first scheduled rest day immediately following 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 's normal work week shall be calculated paid at the rate of one and one-half (1½) times the employee’s 's hourly rate of pay for the first four (4) hours of work performed and double the hourly rate of pay for the remainder of the time worked on that day, unless the employee has worked the normal work week at the regular rate of paypay plus overtime in that week, as defined by provisions of in which event the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) employee shall be madepaid in accordance with Clause 9.4. 1. Consistent with other Notwithstanding the foregoing provisions of this MOU and Clause 9.4.2., an employee shall be paid double the Salary Resolution, hourly rate of pay for all time worked on the first scheduled rest day after twelve o'clock noon of that day. An employee who works on the second scheduled rest day following the normal work week shall be paid double the hourly rate of pay for all work performed on that day. 9.4.3 An employee who is to receive compensating time off in lieu of being paid overtime shall also include all authorized consecutive be given compensating time off equivalent to the number of hours for which the employee would have been paid for the overtime so worked over eight (8) hours such overtime shall be calculated in a day and which extend into a new daythe manner set forth in Clause 9.4.1). This provision shall include hours worked before or at the end of a normal work schedule. HoweverProvided, overtime paid in this setting shall not be included in any overtime/double-time overtime computation for regularly assigned work hours however, that on the new day. Overtime may 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 and including May 31st of the same year (for which the employee has not been compensated) shall be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in for such overtime at the following Compensatory Time Off article contained in this MOUrate at which it was earned. Should employees of this Unit be scheduled by management to work more than seven (7) consecutive work days, commencing on An employee shall not take any compensating time off without first receiving the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour 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 agreement of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftsupervisor.

Overtime. All employees covered by this MOU Section 1 The workweek shall be paid at constnued as being 41 Yo hours per pay period for all sworn personnel and non-sworn supervisory personnel. The workweek for all other members of the rate unit shall be 40 hours or less per pay period as may be prescribed by the Chief of time and one-half (1½) for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall applyPolice. Overtime is shall be designated as authorized work performed by employees in excess of eight (8) 41 Yo hours a day or over forty (40) per week for FLSA-Non-exempt sworn personnel and non-sworn supervisory personnel, and 40 hours in a work per week which will for all other FLSA-Non-exempt personnel. Section 2 All overtime shall be paid compensated at time and one-half (1½) of the employee’s base '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 (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. as provided herein. Section 4 In the latter instance, overtime shall be calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions recognition of the FLSA (“FLSA” overtime). Should -Exempt status of the calculated “FLSA” 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 be greater than hours. Section 5 From the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent with other provisions date of the signing of this MOU and the Salary ResolutionAgreement moving forward, overtime shall also include all authorized consecutive Collective Bargaining Agreement Dover Police Administrators Association FY12 - FY14 compensatory time of 1.5 hours for each hour of time 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 excess of a normal an employee's regular 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 week 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 and used upon agreement 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 and his/her base hourly rate immediate supervisor. The work week is defined in Section 1, Article VI of the current CBA. Tracking of hours earned and used shall be a function of management. Requests for each hour worked until such use of compensatory time as two (2) consecutive days off are receivedshall be submitted in writing no less than 48 hours prior. This payment shall only apply when the employee has been scheduled requirenient may be waived 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 the employee volunteeringmanagement. To clarify which employees are volunteers, each current employee Compensatory time shall be provided a form upon which to waive eighth (8th) day overtime eligibilitytreated the same as approved usage of vacation time . . Employees may either complete accumulate up to a total of 45.compensatory hours. Earned compensatory hours must be used within 90 days using the form, thereby indicating waiver "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 discard it. Employees who return the form shall work week not covered by this Memorandum of Understanding or those that can not be entitled to double-time pay used within the 90 day window shall be compensated for as agreed upon in Article VI of the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftcurrent Collective Bargaining Agreement.

Overtime. All employees covered compensatory/overtime worked must be authorized by this MOU the Chief Managing Officer or Supervisor. Compensatory/overtime shall be paid given to an employee for such services actually performed with proper authorization. In the event an employee has approval to work beyond the 7 hour work day and is also scheduled to be off, the hours will be flexed into the scheduled time off. If the employee earns compensatory/overtime that exceeds the time off, the amount equal will be deducted from the time off and the employee will earn compensatory/overtime for the period that exceeds. Here are some examples; an employee who is scheduled to be off on a given Friday, i.e. 7 hours, who acquires approval to work beyond the 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 hours earned would be deducted/flexed to cover the hour leaving early and the employee would earn 1 hour of compensatory/overtime that remains. Employees shall receive overtime compensation for all authorized overtime hours. Overtime shall be calculated at the a rate of time and one-half (1½) 1 ½ hours 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 each hour worked in excess of eight (8) hours a day or over forty (40) hours in a work week which will and shall be paid at or taken as compensatory time as determined by the Employer. Hours worked between thirty-five (35) and one-half forty (1½40) 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 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 straight time rate. Any compensatory time earned shall be taken at a time convenient to the employee and consistent with the operating needs of the Employer. Employees requesting to use comp. time must provide the CMO or his designee with prior notice at least equal to the amount of comp. time being 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 (242) times his/her base 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 hours of accrued compensatory time shall be paid to the employee at his current hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftpay.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (1½1) 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 Employees working in excess of eight (8) hours a day or over forty (40) hours in a work week which will one week, as defined by the Fair Labor Standards Act, shall, at the employee’s option, either be paid at time and one-half (1½) of the employee’s base regular rate of pay (“County” overtime) unless or receive compensatory time on the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be calculated at the rate basis of one and one-half hours off for each hour of overtime worked. Only straight-time hours actually worked, injury leave, funeral leave and holidays go toward the forty (1½40) 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 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 accrue more than two hundred (200) hours of unused compensatory time and any Employee who has accrued unused compensatory time to the two hundred (200) hour limit shall be paid in cash for additional overtime worked. However, 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 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 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 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 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) This shall be made. Consistent with other provisions of this MOU effective as long as prescheduled weekend duties have been assigned 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftperformed.

Overtime. All employees covered 11.1 Employees in the unit may earn overtime as provided by the Fair Labor Standards Act (FLSA) or per this MOU shall be paid at MOU. The City has adopted the rate 14 day FLSA work period (per Section 7(k) of time and one-half (1½the FLSA) for employees scheduled to work the 4/10 work schedule and the 28 day FLSA work period for employees scheduled to work the 3/12.5 work schedule. FLSA overtime worked. In determining whether or not is defined as overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees earned for actually working in excess of eight 86 hours in the 14 day FLSA work period (8) 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 receives prior approval from the Department director or 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 they exceed their regularly scheduled hours during that work day or over forty (40) hours in a work week which will be shift. MOU overtime is paid at time and one-half (1½) of the employee’s base rate of pay (“County” overtime) unless the pay. 11.2 Employees will be compensated only for overtime meets the definition of overtime under the provisions of FLSAauthorized in advance by an appropriate supervisor. In the latter instanceGenerally, overtime shall be calculated at discouraged unless absolutely necessary. An employee may, with the rate Chief of one and one-half Police's (1½or designee’s) times 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’s regular rate , and pursuant to the provisions of pay, 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 provisions 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 FLSA (“FLSA” overtime)month of December. Should On the calculated “FLSA” overtime first pay day of December each year, employees will be greater than cashed out of all accrued compensatory time which they have on 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 books. 11.3 Employees will not be included eligible for overtime compensation during the same 24-hour day in any overtimewhich they have taken or utilized paid leave time (i.e. vacation, sick, holiday, compensatory time) unless the employee receives prior approval from the Department director or 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/double-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 meet and consult with CMPA before implementing this overtime computation policy and procedure. 11.5 A written request for regularly assigned work hours on the new day. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined shall be 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 following Compensatory Time Off article contained in this MOU. Should employees discretion 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 Chief of Police or his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are receiveddesignee. This payment shall only apply when the employee has been scheduled by management and ordered Employees assigned to work rotating shifts may not submit a CTO request more than seven (7) consecutive work days, 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 does not apply when due to the work is 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 volunteeringreceiving the trade have his/her compensable hours decreased as a result of the trade. To clarify which 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 volunteersto be completed within the shift deployment of the initial shift trade. Any dispute as to paybacks is to be resolved by the involved employees, each current 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 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 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 need 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 provided a form upon which posted on the overtime board appropriate for the Division/Bureau. The overtime will be available to waive eighth (8th) day be filled based on the above defined process. 11.12 Once an employee has signed up to work an overtime eligibilityshift, it is that employee’s responsibility to ensure the shift is filled. Employees may either complete the form, thereby indicating waiver only remove their name from a shift they have volunteered to work if they have found a replacement or discard it. Employees who return the form shall not be entitled to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing they receive prior to their scheduled shiftapproval from a ranking supervisor.

Overtime. All employees covered by this MOU (a) The Employer shall be paid at the rate determine when overtime is necessary and for what period of time and one-half (1½) for overtime workedit is required. In determining whether or not overtime hours have been workedAll time, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed where approved by employees the employer, worked in excess of eight (8) hours a day or over and in conjunction with forty (40) hours in a work per week which will shall 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 calculated for at the rate of one and one-half times (1½1½ X) times the employee’s regular rate of pay, as defined basic rate. (b) Authorization for overtime after the fact 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 Employer shall not be included in any overtime/double-time unreasonably denied where 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 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 arises as a result of unforeseeable circumstances in which it is impossible to obtain prior authorization. 8.02 Employees required to work by the employee volunteering. To clarify which employees are volunteers, each current employee Employer on their scheduled days off shall be provided a form paid at overtime rates. This shall not preclude shift trading, where the shift trade is mutually agreed upon which by affected parties subject to waive eighth (8th) day overtime eligibility. Employer approval. 8.03 Employees may either complete the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled required to double-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 for period in which the eighth overtime was worked. (8thb) consecutive day Time off in lieu of overtime shall be the equivalent of the actual time worked nor days thereafteradjusted 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. Employees may rescind such waiver (e) Time off in writing prior lieu banks shall not be permitted to their scheduled shiftexceed forty (40) hours at any time. Overtime will be paid out once the bank reaches forty (40) hours.

Overtime. All employees covered by this MOU (1) 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 shift will stand alone. Further, overtime will be calculated to the nearest ¼ hour. (3) A 12-Hour Shift Worker who is required to commence work before the start of their rostered shift shall be paid at the rate of time and one-half (1½) $26.34 per hour for overtime the first 2 hours so worked. In determining whether or not overtime A rate of $35.12 per hour will apply for all 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) worked thereafter up until the start of the employee’s base rate rostered shift. (4) A 12-Hour Shift Worker who is required to remain at work after the end of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime their rostered shift shall be calculated paid at the rate of one and one$35.12 per hour for all work performed after the end of their rostered shift. (5) A 12-half 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. (1½6) times Notwithstanding any other provision of this Agreement, no overtime rate applies to work performed by a 12-Hour Shift Worker during 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 rostered shift. (7) When overtime is necessary, it shall, wherever reasonably practicable having regard to the needs of the business, be so arranged such that a 12-Hour Shift Worker has at least 8 consecutive work dayshours 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 paid at the rate of $35.12 per hour for their next shift and each 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-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 eighth (8th) day, the employee giving of 7 days’ notice. Overtime taken as time off during ordinary time hours will be compensated taken at two (2) times his/her base hourly rate the ordinary time rate, that is, an hour off for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftworked.

Overtime. Section 1 All employees covered by this MOU shall be paid at the rate of time hours authorized and one-half (1½) 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 worked in excess of eight (8) hours a day or over forty (40) hours in a seven (7) days’ 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 period shall be calculated compensated at the rate of one and one-half (1½) times the employee’s 's regular rate of pay consistent with the provisions of the Fair Labor Standards Act (FLSA). Additional hours worked under forty (40) hours in a week to make up for time adjustment or other non-worked hours will be paid at straight overtime (not time and a half). There shall be no compensatory time in lieu of overtime pay. 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 computed as time worked for determining overtime eligibility, the intent being to 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 time adjustment of 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 call back pay per week shall cause the time adjustment to be considered hours worked. D. Holiday pay, as defined by in Article 15, shall be computed when the designated holiday is an employee's normally scheduled workday and the employee is given the day off in observance of the holiday; E. Annual leave hours shall be computed only when such leave is prescheduled and approved according to the vacation schedule provisions of Article16; or when annual leave hours are requested and approved prior to the FLSA (“FLSA” overtime). Should employee's knowledge that overtime has been scheduled during the calculated “FLSA” overtime be greater than week the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent with other provisions annual leave is requested/approved. F. Bereavement Leave Hours; G. Jury Duty Leave hours paid; H. Emergency Working Condition Hours as described in Section 3 of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive Article. All other hours paid but not 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 computed as 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftworked.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) for overtime hours 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 their regularly scheduled daily straight-time hours, or over forty (40) straight-time hours in a work week 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 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 purposes of determining the application of any weekly “FLSA” overtime or double time overtime, as an employee must work forty (40) hours of straight- time before being entitled to “FLSA” overtime. 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 receive the greater amount. 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 excess of an employee’s regularly scheduled daily straight-time hours, 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 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 daysdays of at least eight (8) hours per day, commencing on the eighth (8th) day, the employee will be compensated at two (2) times his/her their base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. All ‌ (A) When the COUNTY requires non-exempt employees covered to work overtime, the following will apply: (1) Authorized overtime work will be compensated by this MOU shall be paid payment at the rate of time one and oneon-half (1½1 – 1/2) for overtime workedtimes the regular hourly rate. In determining whether or not overtime hours have been workedIf the employee and the Department agree, only productive work hours an equivalent credit of compensatory time off may be given in lieu of the paid overtime. (actual hours worked2) shall apply. Overtime is authorized Except as modified by Section 4 above, all work performed by employees in excess of eight (8) hours a day in any one workday, or over forty (40) hours in a any work week 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-tenth (1/10) hour worked. (7) Any non-exempt employee, having worked on each of seven (7) consecutive days, will be paid at time and one-half (1½) of the employee’s base rate of pay two (“County” overtime2) unless times the overtime meets the definition of overtime under regular straight time for all work performed on such seventh (7th) day. (8) The classifications exempted from the provisions of FLSA. In this section are listed in Schedule B attached hereto. (B) When the latter instanceneeds of the COUNTY require Professional (exempt) employees to work overtime, overtime shall the following will apply: (1) Overtime work will be calculated 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-half tenth (1½1/10) times 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 compensatory time converted, at the employee’s regular rate 's normal straight time rate. (D) Any unused accumulated compensatory time off will be paid out at the time of pay, as defined by provisions termination or transfer to another division. (E) At the request of the FLSA UNION, three (“FLSA” overtime). Should the calculated “FLSA” 3) UNION representatives will meet with an equal number of COUNTY representatives to make a good faith effort to resolve overtime be greater than the calculated “County” overtime, an adjusting entry issues regarding six (earn code 90-FLSA OT6) 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftper week operational schedules.

Overtime. All ‌ A 7(k) work period, pursuant to the Fair Labor Standards Act (FLSA) and 29 United States Code (U.S.C.) §207(k), is hereby continued for employees covered by in this MOU Unit. A. Authorization for overtime work shall be paid at secured from supervisory personnel delegated that responsibility by the rate Chief of time and one-half (1½) Police or their designee prior to such work. Credit for overtime workedworked 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. In determining whether However, Department management may consider special skills required to perform particular work. C. All hours or not overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees portions thereof worked in excess of eight (8) the FWS work hours, i.e., either eight, nine, ten, or twelve hours per day, shall be overtime including hours worked by an employee when on a regular day off, or over forty (40) hours off in lieu of a holiday or vacation day. Supervisors are obligated and required to ensure that hours of work week which will are properly recorded and employees are compensated for all hours of actual work. D. Overtime while on a vacation day shall be paid at time and onelimited to Court overtime as provided for in this MOU, duty-half (1½) 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 base rate biweekly pay, including all types of pay (“County” salary compensation except for overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime by 80. F. Overtime shall be hours or portions thereof, calculated at the rate in units of tenths of one and onehour (0.1) consisting of full six-half (1½) times the employee’s regular rate of pay, as defined by provisions minute increments worked in excess of the FLSA (“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” 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 hours actually worked in excess of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive hours worked over eight (8) hours 171 in a 28-day and which extend into deployment period by a new day. This provision sworn employee 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 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 as 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) as outlined 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 following Compensatory Time Off article contained 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 in this MOU. Should employees excess of the FLSA Rule, Management shall cash out those CTO hours upon the discovery of this Unit be scheduled by management to work more than seven (7) consecutive work days, commencing on the eighth (8th) day, the employee fact. K. Overtime will be compensated at two (2) times his/her base hourly rate 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 each hour 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 pay period in which the work is as a result period ends. When the correct amount of overtime compensation cannot be determined until sometime after the end of the employee volunteeringregular pay period, the overtime compensation will be paid as soon after the regular pay period as is practicable. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth (8th) day overtime eligibility. Employees Payment may either complete the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay delayed for a period longer than is reasonably necessary for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver employer to compute and arrange for payment of the amount due the employee. L. Under no circumstances shall compensated time off in writing prior to their scheduled shiftexcess of 240 hours be accumulated.

Overtime. All employees covered by this MOU 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: (a) No overtime shall be paid worked by an employee without the prior approval of the Employer. (b) All other employees required or requested to work overtime shall be granted compensating time off at the applicable overtime rate in lieu of overtime pay. (c) The following shall apply: (1) In lieu of any and all claims to overtime, an employee may bank compensating time off credits at the rate of time 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 (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 (1½1/2) of a calendar quarter shall receive time off in proportion for overtime time actually 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 Time spent by employees in excess of eight (8) hours a day or over forty (40) hours in a work week which will be on 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 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 vacation shall not be included 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 any overtime/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 overtime computation for regularly assigned basis. (6) If an employee works less than the hours of 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 daysArticle 8.02, commencing on the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth (8th) day deducted from 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftearned.

Overtime. Section 1 All employees covered by this MOU shall be paid at the rate of time hours authorized and one-half (1½) 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 worked in excess of eight (8) hours a day or over forty (40) hours in a seven (7) day 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 period shall be calculated compensated at the rate of one and one-half (1½) times the employee’s 's regular rate of pay consistent with the provisions of the Fair Labor Standards Act (FLSA). Additional hours worked under forty (40) hours in a week to make up for time adjustment or other non-worked hours will be paid at straight overtime (not time and a half). There shall be no compensatory time in lieu of overtime pay. 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 computed as time worked for determining overtime eligibility, the intent being to 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 time adjustment of 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 call back pay per week shall cause the time adjustment to be considered hours worked. D. Holiday pay, as defined by in Article 15, shall be computed when the designated holiday is an employee's normally scheduled workday and the employee is given the day off in observance of the holiday; E. Annual leave hours shall be computed only when such leave is prescheduled and approved according to the vacation schedule provisions of Article16; or when annual leave hours are requested and approved prior to the FLSA (“FLSA” overtime). Should employee's knowledge that overtime has been scheduled during the calculated “FLSA” overtime be greater than week the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent with other provisions annual leave is requested/approved. F. Bereavement Leave Hours; G. Jury Duty Leave hours paid; H. Emergency Working Condition Hours as described in Section 3 of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive Article. All other hours paid but not 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 computed as 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftworked.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) for overtime hours 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 their regularly scheduled daily straight-time hours, or over forty (40) straight-time hours in a work week 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 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 purposes of determining the application of any weekly “FLSA” overtime or double time overtime, as an employee must work forty (40) hours of straight- time before being entitled to “FLSA” overtime. 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 receive the greater amount. 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 excess of an employee’s regularly scheduled daily straight-time hours, 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 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, commencing on the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. All employees covered by this MOU Section 1 Overtime shall be paid at the rate of time and one-half (1½) for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is designated as authorized work performed by employees in excess of eight (8) hours a the employee's regular work day or over work week. The work week shall be construed as being forty one and one- quarter (41 1/4) hours within a calendar week for all full-time sworn and uniformed members which shall include Roll Call, Briefing, and Training. The work week for others members shall be forty (40) hours in a work week which will or less as may be paid prescribed. All Employees may be required to attend training sessions and attendance if off duty. Section 2 All overtime shall be compensated at time and one-half (1½) of the employee’s base 's regular hourly rate, except as otherwise provided herein. Section 3 Employees called back for additional work or training after completing their regular tours of duty shall be compensated for the hours worked or spent in training at their overtime rate of pay as otherwise provided herein. However, in no event shall such Employees receive less than three (“County” overtime3) unless the hours at their overtime meets the definition rate of overtime under the provisions of FLSA. In the latter instance, overtime shall be calculated pay. Section 4 Employees covered by this agreement may accrue unpaid compensatory time 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 1.5 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 time worked until such in excess of the employee's regular work day or work week, in lieu of receiving overtime wages for those hours. Whether an employee will accrue compensatory time or be paid for overtime hours is at the discretion of the employee; however, no employee may accrue more than 45 hours of compensatory time. For the purpose of this agreement the work day shall be defined as two (2) consecutive days off are received10 hours for Field Operations Patrol Unit employees, 8 Y. hours for all other sworn employees and 8 hours for non-sworn employees. This payment Tracking of hours earned and used shall only apply when be a function of management. Requests for use of compensatory time shall be submitted in writing no less than 48 hours prior to the beginning of the time that the employee has been scheduled 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 ordered 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 work more than seven (7) consecutive work days, and does not apply when allow the work is as a result use of the employee volunteeringhours in the allotted time. To clarify which employees are volunteers, each current employee 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 provided a form compensated for as agreed 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftthis Article.

Overtime. (a) 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 full-time 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 covered by Employees shall have four (4) days off within this MOU period. It is understood that for most Employees these days off will be Saturday 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. (b) In a situation where Management requests an Employee to work in addition to her regular work day, straight time will be earned for the 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 paid at the rate penalized for refusing to work overtime. (c) An Employee’s hours of time and one-half (1½) for work per day may vary, but there can be no accumulation of unauthorized 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 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 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 each month. An Employee may not accumulate overtime unless it is authorized in advance by the Employee’s Manager or her designate, or in the case of an emergency. On the Employee’s next working day after the emergency, she shall provide a normal work schedulewritten explanation to her Manager or her designate for any unauthorized overtime earned. (d) The maximum number of hours of overtime to be accumulated as time in lieu of pay is thirty-five (35) hours. HoweverAt no point should overtime exceed 35 hours in total, save and except special circumstances with authorization from the Manager or her designate. Overtime in excess of the 35 hours must be paid and is no longer credited to an 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 paid must be taken within three (3) months of the end of the week in this setting which the overtime was performed. Further extensions of time, to a maximum of twelve (12) months from the end of the week in which the overtime was performed, may be agreed to in writing between the Employee and her Supervisor. Such agreement shall not be included in unreasonably withheld by either party. (g) When an Employee intends to leave the employ of the Employer, she is encouraged to take 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 worked until such accumulated compensatory 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 part of the employee volunteeringnotice period. To clarify which employees are volunteersOn the date of severance, each current employee she shall receive cash payment for any unused overtime. (h) There shall be provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver no doubling or discard it. Employees who return the form shall not be entitled to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftpyramiding of premium compensation.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) 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 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 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. 5.1 All employees covered work performed by this MOU non-exempt Employees in excess of the scheduled hours per day or per week shall be paid considered overtime and shall be compensated for at one and one- half (1 1/2) times the Employee's regular rate of pay. All overtime must be authorized in advance by the Employer. The choice of receiving overtime pay as a cash payment or compensatory time at a rate of one and one-half (1½1 1/2) times the hours worked must be mutually agreed to by the Employee and Employer prior to the overtime being earned. Requests for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) compensatory time off shall apply. Overtime is authorized be handled in the same manner as requests for vacation. 5.2 All work performed by employees in excess of eight (8) hours a day or over forty (40) hours in a work week which will non-exempt Employees required by the Employer on any Saturday shall be paid compensated at time one and one-half (1½1 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 base Employee's regular hourly rate of pay. 5.4 All hours 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 work 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 (“County” overtime2) unless hours pay at the regular rate, or 2) the applicable overtime meets rate outlined in this Article times the definition of overtime under the provisions of FLSA. In the latter instance, overtime actual time worked. 5.6 All holidays and paid leaves shall be calculated 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. Such emergency shall be determined by the Employer. 5.8 Employees serving "on call" shall be 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 (1½1 1/2) times the employee’s regular actual time worked. 5.9 The base pay rate of pay, as defined by provisions of or 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 premium compensation rate shall not be included in paid more than once for the same hours worked under 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 provision of this Unit Agreement, nor shall there be scheduled by management to work more than seven (7) consecutive work days, commencing on the eighth (8th) day, the employee any pyramiding of premium compensation. Employees will be compensated 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 two the rate of one (21) times his/her base hourly rate hour off for each hour worked until such in excess of forty (40) hours in a week. An effort shall be made to 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 eighty (80) hours. Banked time may be scheduled off in the same manner as two vacation. Compensatory time in excess of eighty (280) consecutive days off are receivedhours shall be lost to the Employee. This There 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, care providers, probation officers, or law enforcement officials on weekends or shall only apply when earn compensatory time at the employee has been scheduled by management rate of one and ordered to 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 more than seven (7) consecutive work days, on Saturdays and does not apply when the work is Sundays. 5.13 Exempt Employee for purposes of this Article shall be defined as a result person in the Human Services Bargaining Unit who is exempt from the provisions of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftFair Labor Standards Act.

Overtime. All ‌ (A) When the COUNTY requires non-exempt employees covered by this MOU to work overtime, the following shall apply: (1) Authorized overtime work shall be paid at the rate of time and one-half (1½) 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 compensated 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 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 calculated payment at the rate of one and one-half (1½1-1/2) times the employee’s regular rate hourly rate. If the employee and the department agree, an equivalent credit of pay, as defined by provisions compensatory time off may be given in lieu of the FLSA paid overtime. (“FLSA” overtime). Should 2) Except as modified by Section 4 above for full-time employees, except those who go into a leave without pay status during the calculated “FLSA” overtime be greater than the calculated “County” overtimeworkweek, an adjusting entry all paid time in excess of forty (earn code 90-FLSA OT40) shall be made. Consistent with other provisions of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive hours worked over in any workweek or eight (8) hours in a day and which extend into a new dayshall be considered overtime work. This provision shall include Overtime will be paid for all hours worked before or at beyond the end of a normal scheduled work schedule. However, overtime paid in this setting shall not be included in any overtime/doublehours. (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 computation 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 regularly assigned work hours the purposes of overtime calculations, employees working shifts, which overlap workdays, shall be assumed to have completed their shift on the new day. day in which it commenced. (6) Overtime may shall be paid in cash or accrued as Compensatory Time Off compensated only once for the same hours worked. (CTO7) as outlined in Overtime shall be calculated to the following Compensatory Time Off article contained in this MOU. Should employees nearest tenth (10th) hour worked. (8) Any non-exempt employee, having worked on each of this Unit be scheduled by management to work more than seven (7) consecutive work days, commencing on shall be paid at the eighth (8th) day, the employee will be compensated at rate of two (2) times his/her base hourly 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 each one hour worked until such time as two of overtime worked. (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 All hours worked in excess of forty (740) consecutive work days, and does not apply when the work is as paid hours in any workweek or eighty (80) paid hours in a result of the employee volunteering. To clarify which employees are volunteers, each current employee pay period shall be provided a form upon which considered overtime work. (3) The COUNTY expects exempt employees to waive eighth exercise prudent judgment in the scheduling of their time to minimize any overtime work. (8th4) day The COUNTY agrees to recognize and consider seniority in regards to required overtime eligibility. Employees may either complete assignments. (5) Overtime shall be compensated only once for the form, thereby indicating waiver or discard it. Employees who return same hours worked. (6) Overtime shall be calculated to the form shall not be entitled to doublenearest (nearest tenth (10th) hour worked. (C) Full-time pay employees may accrue up to a maximum of eighty (80) hours of compensatory time. The maximum compensatory time allowed for part-time employees will be forty (40) hours. All time recorded over maximum accrual will be paid out. (D) Any unused accumulated compensatory time off shall be paid out at the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior time of termination, death or transfer to their scheduled shiftanother department.

Overtime. 10.1 All employees covered by this MOU agreement shall be paid at the rate of time and one-half (1½1.5) or at their option shall receive compensatory time and one-half (1.5) 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 all work performed by employees in excess of eight (8) hours a in any work day or over forty (40) hours in any work week. Compensatory time shall be allowed to accumulate up to a work week which will maximum of ninety (90) hours and must be paid at time and one-half (1½) used by the end of the employee’s base rate of pay (“County” overtime) unless fiscal year and shall not be carried forward to the overtime meets the definition of overtime under the provisions of FLSAnext year. In the latter instanceevent compensatory time is not used by the end of the 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 discretion of the Department Head provided that such incremental time be used in the first and last two (2) hours of the scheduled work day. 10.2 For each hour or part of an hour worked, overtime shall be calculated at on the rate total number of one overtime minutes worked, and one-half earned in fifteen (1½15) times minuteincrements as follows: Overtime Worked Overtime Earned 10.3 It is the employee’s regular rate of pay, as defined by provisions intent of the FLSA (“FLSA” overtime). Should the calculated “FLSA” Employer that overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) work shall be madeequally distributed among qualified employees. Consistent with other provisions "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 records of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive hours worked over eight (8) hours in by any and all employees covered by this agreement shall be a day and which extend into matter of public record. 10.5 Dispatchers shall have overtime work distributed among qualified employees based on seniority on a new day. This provision shall include hours worked before or at the end of a normal work rotating schedule. However, Such practice will be consistent with the way overtime paid in this setting shall not is distributed with OIC's of the Police Department. The OIC responsible for a particular Dispatcher's shift will be included in any overtime/double-time overtime computation responsible for regularly assigned work hours on proper implementation of the new day. Overtime may rotation list and will be paid in cash or accrued as Compensatory Time Off (CTO) as outlined kept in the following Compensatory Time Off article contained in this MOUOIC's office. Should employees of this Unit be scheduled by management to work more than seven A Police Dispatcher who is held over for fifteen (715) consecutive work days, commencing on minutes or less beyond the eighth (8th) day, the employee will regular shift shall be compensated at two (2) times his/her base hourly an overtime rate for each hour worked until such time as two fifteen (215) 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftminutes.

Overtime. All 10.1 Employees shall work reasonable overtime when required by the employer. (a) Subject to paragraph (b) hereof all time worked by employees covered by this MOU in excess of the rostered daily ordinary hours of work shall be overtime and shall be paid for at the rate of time and one-one half (1½) for the first two hours and double time thereafter in respect of each overtime workedshift worked or in respect of overtime worked prior to or at the conclusion of a normal shift. In determining whether or not Provided that overtime hours have been worked, only productive work hours (actual hours worked) worked on Sundays 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 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 calculated 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. (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 oneone 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-half (1½) times time employees employed on that shift in the employee’s regular ▇▇▇▇ 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, as defined by provisions of . 10.3 An employee recalled to work overtime after leaving the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) employer's premises shall be made. Consistent with other provisions paid for a minimum of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive four hours worked over eight (8) hours in a day and which extend into a new day. This provision shall include hours worked before or work at the end of a normal appropriate rate for each time so recalled. If the work schedule. However, overtime paid required is completed 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 less than seven (7) consecutive work days, commencing on the eighth (8th) dayfour hours, the employee will shall be compensated at released from duty. 10.4 An employee required to work overtime following on the completion of their normal shift for more than two (2) times his/her base hourly rate hours shall be allowed twenty minutes for the partaking of a meal and a further twenty minutes after each hour worked until subsequent four hours overtime. All such time shall be counted as two (2) consecutive days off are received. This payment time worked; provided that benefits of this subclause shall only not apply when 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 has been scheduled by management 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 ordered Allowances, shall be paid to the employee concerned. 10.7 Where an employee is required to work more than seven 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: (7a) 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 work hours off duty between these times; or (b) on a Saturday, a Sunday and a holiday, not being ordinary working days, and does not apply when or on a rostered day off without having had eight consecutive hours off duty in the work is as a result 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 volunteering. To clarify which employees are volunteers, each current employee resumes or continues to work without having such eight consecutive hours off duty they shall be provided a form upon which to waive eighth (8th) paid at double time of the appropriate rate applicable on such day overtime eligibility. Employees may either complete the form, thereby indicating waiver or discard it. Employees who return the form until they are released from duty for such period and they then shall not be entitled to double-time 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 eighth following basis: (8tha) consecutive day worked nor days thereafter. 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 may rescind such waiver cannot be compelled to take time off in writing prior lieu of overtime. (d) Records of all time off in lieu of overtime owing to their scheduled shiftemployees and taken by employees must be maintained by the employer.

Overtime. All employees covered by this MOU shall time worked other than the normal day and week outlined in Article will be paid at the rate of time and one-half (1½) for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall applyconsidered overtime. 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 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 calculated at the rate of one and one-half (1½1%) 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 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 during the non-construction season which is generally the winter months. The time off periods shall be as mutually agreed between the employee and the Department Head or delegate. No accumulation of overtime hours shall be carried beyond May of any year. If, because of work load or project scheduling requirements, the Department 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 regular 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 paypay 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, as defined by provisions first-out‘’ basis). An employee with the approval of the FLSA (“FLSA” overtime)Department Head or delegate may elect to use accumulated time off in lieu of overtime to maintain the wage of a hour week rate when assigned to areas with the hour week. Should the calculated “FLSA” All other regular employees covered this Agreement may elect to take time off in lieu of payment for overtime be greater than the calculated “County” overtimeworked, an adjusting entry (earn code 90-FLSA OT) to a maximum of ten working days. No payment shall be made. Consistent with other provisions of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive made for hours worked over eight (8) hours by an employee who elects to take time off in a day and which extend into a new day. This provision shall include hours worked before or lieu of overtime worked, but such overtime will be accumulated at the end appropriate overtime rate. The accumulated overtime hours shall be taken as time off with pay as mutually agreed between the employee and Department Head or delegate. No accumulation of a normal overtime hours shall be carried beyond six (6) months. If, because of 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 load 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) dayscheduling requirements, the Department is unable to permit an employee will be compensated at two (2) times his/her base hourly rate to take time off to equal the accumulated overtime hours, payment for each hour worked until such time as two (2) consecutive days off are received. This payment shall only apply when any accumulation of overtime hours remaining to an employee’s credit past 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.six

Overtime. All employees will be expected to work reasonable overtime at the request of the Employer on any day of the week including Saturdays, Sundays and Public Holidays. When overtime work is necessary it must be so arranged that employees (including casuals) have at least 10 consecutive hours off duty between the work of successive working days. An employee is deemed to have commenced the 10-hour break at the actual finishing time of 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 required to work overtime on a Monday to Friday, shall be paid for a minimum of 1 hours’ work at the 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 this MOU Agreement, 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 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 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 appropriate 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 rate time overtime is worked and not when DIL taken. • A maximum of time and one-half 10 DIL (1½80hrs) may be banked at any time, or 7 DIL (84 hours) for overtime workedcontinuous shift workers). In determining whether • DIL cannot be accrued where there is an excessive Annual Leave or not overtime hours have been worked, only productive work hours (actual hours worked) shall applyRDO balance unless approved by the relevant site Manager. Overtime is authorized work performed by employees DIL should be cleared prior to using Annual Leave or LSL. • Days in excess of eight (8) hours a day or over forty (40) hours in a work week which Lieu will be paid at time and oneout 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-half (1½) arranged temporary shift / overtime the employee will be entitled to a payment equivalent to 4 hours of the an employee’s base rate of pay (“County” overtime) unless the overtime meets the definition ordinary time rate, paid as 2 hours of overtime under the provisions of FLSAat double time. In the latter instance, Where an employee has arrived on-site for pre-arranged temporary shift/overtime shall be 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” that temporary shift/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) dayis cancelled without prior notification, the employee will be compensated at two (2) times his/her base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior a payment equal to their scheduled shift4 hours at double time, a meal allowance and a travel allowance.

Overtime. All employees covered by this MOU Overtime shall be paid at to employees in accordance with the rate of time and one-half Federal Fair Labor Standards Act (1½) for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall applyFLSA). Overtime is authorized work performed by employees pay shall be paid for hours worked (except as set forth below) to an employee in excess of eight (8) hours a day or over forty (40) 160 hours in a 28-day work week which period (partial 7(k) exemption). In addition, overtime will be paid at time and one-half (1½) of if the employee’s base Employee is required to work outside his/her regularly scheduled shift. The paid overtime 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 calculated at the rate of one and one-half (1½) 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 the period is worked. At the employee’s regular rate of paydiscretion, as defined by provisions when eligible for overtime payments they shall be paid either in cash or compensatory time for time worked in excess of the FLSA (“FLSA” overtime)regularly scheduled workday. Should Overtime is adjusted to the calculated “FLSA” 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 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 the shift assignment. For the purposes of calculating entitlement to overtime be greater than the calculated “County” overtimeon a daily basis, an adjusting entry (earn code 90-FLSA OT) paid leaves of absences generally shall be made. Consistent with other provisions of this MOU and excluded from the Salary Resolution, overtime shall also include all authorized consecutive total hours worked over eight (8) hours in a day and which extend into a new dayeach scheduled workday. This provision shall include hours worked before or at the end The following paid leaves of a normal work schedule. However, overtime paid in this setting absences shall not be included considered in any calculating overtime/double-time : Administrative Leave Workers’ Compensation Leave Military Leave 4850 Time Bereavement Leave In instances where compensatory leave and court overtime computation for regularly assigned work hours on the new day. Overtime may be paid pay are 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) dayconflict, the employee will be compensated at two (2) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days must establish that the compensatory leave was approved prior to receipt of the subpoena to receive overtime pay. When an officer calls off are received. This payment shall only apply when the employee sick, and has been scheduled by management and ordered to work more than seven (7) consecutive work dayssubpoenaed for that same day, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 he/she shall not be entitled allowed to double-time pay collect overtime for the eighth (8th) consecutive day worked nor days thereafterappearance. Employees may rescind The only exception to this is if the officer’s normal shift schedule is different from that of the court subpoena time such waiver in writing prior 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 their scheduled shiftnotify 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 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 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 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 this MOU the Agreement who are eligible for overtime shall be paid at the a rate of 1.5 times their regular rate of pay for work in excess of 40 hours in one work week. All eligible employees asked to work on a holiday shall be given the regular rate of pay plus time and one-half (1½) for overtime workedhalf. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized All work performed by 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 excess lieu of eight (8) hours a day or over forty (40) hours overtime pay, in a work week which will accordance with the U. S. Department of Labor, Federal Fair Labor Standards Act, herein referred to as FFLSA. Compensatory time shall be paid at earned hour for hour. Compensatory time and one-half (1½) must be used prior to the end of the employee’s base rate of pay (“County” overtime) unless fiscal year in which it is earned. Employees who are eligible for compensatory time shall not be allowed to carry over any unused compensatory time into the overtime meets next fiscal year without the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions prior advance approval of the FLSA Town Administrator or Department Head. ▇. ▇▇▇▇▇▇▇▇ employees called in to work for emergencies (“FLSA” overtime). Should including but not limited to: fire, storm, natural disaster, terrorist attack) after 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 employee has left work at the end of a normal work schedule. However, overtime paid in this setting working day 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 a minimum of four hours at the applicable overtime rate. This language shall apply to the following Compensatory Time Off article contained positions only: plumbing and gas inspector; wiring inspector; public health nurse; IT assistant, local inspector and, health inspector. D. All overtime must be approved by the Department Head or Town Administrator 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftadvance.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) 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 worked in excess of eight (8) hours a per day or over forty (40) hours in a work per week which will shall be paid at the monetary rate of one and one-half times the sum of the base hourly rate. Employees assigned to the Patrol, Detective or Support Services Division may earn and accrue up to a maximum of forty (40) hours of compensatory time 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, or designee. Compensatory time at time and one-half (1½1.5) of the employee’s base rate of pay (“County” overtime) unless the overtime meets the definition may be granted in lieu of overtime under wage payments if authorized by the provisions Chief of FLSAPolice, or designee. In the latter instance, overtime shall Overtime hours worked that are not so authorized will be calculated compensated at the a rate of one and one-half (1½1.5) times the employee’s 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 when determining that employee’s availability for an overtime opportunity. For the 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 actually 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, as defined by provisions of the FLSA classes or meetings shall receive a minimum two (“FLSA” overtime)2) hour guarantee. Should the calculated “FLSA” overtime be greater than the calculated “County” overtimeRegularly scheduled training programs and/or classes, an adjusting entry (earn code 90-FLSA OT) but not meetings, shall be made. Consistent with other provisions of this MOU and the Salary Resolution, overtime paid at straight time but shall also include all authorized consecutive be counted as hours worked over in calculating the forty (40) hour work week but not in calculating the eight (8) hours in a day 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 which extend into a new dayball games. This provision Overtime will be divided equally among all employees so far as possible; the Chief of the Department or designee shall include hours worked before or 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 end event that this assignment would have the effect 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 dropping the number of patrol cars on the new dayroad to below four (4,) the Chief or designee shall fill the assignment by overtime. Overtime may 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 paid the first Monday of each January and run for thirteen (13) weeks. During a payroll period in cash or accrued as Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should which a shift change occurs, employees of this Unit be scheduled by management who are required to work more than seven forty-eight (748) consecutive work days, commencing on the eighth (8th) day, the employee 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 (232) times 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 three (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, or school events, including but not limited to athletic events, school dances, and City construction projects, shall be assigned from the outside overtime list. In the event nobody from the list is available, volunteers may be sought from off the list or assigned to 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 base shift’s force list. (May 24, 1999 side letter) Non-City or school related outside overtime jobs shall only be force filled in the event they cannot be filled voluntarily. 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 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 each hour worked until such time as two (2) consecutive days off are receiveda Second Year Sergeant. This payment shall only apply when the employee has Employees forced in to perform any outside overtime project after volunteers have 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 the employee volunteering. To clarify which employees are volunteers, each current employee sought shall be provided a form upon which to waive eighth (8th) day compensated at their own overtime eligibilityhourly rate. Employees may either complete the formAs permitted by law, thereby indicating waiver voluntary hours work by an employee on Non-City or discard it. Employees who return the form shall Non-School related assignments will not be entitled to double-time pay combined with the employee’s hours worked for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior City for purposes of calculating the employee’s entitlement to overtime pay or determining their scheduled shiftovertime rate.

Overtime. (A) Firefighting Units Members who are required to work thirty (30) minutes or more beyond their regular work shift shall be paid at the rate of time and one half (1.5) for one (1) hour. All employees covered by this MOU time worked beyond one (1) hour shall be paid at the rate of time and one-half (1½1.5) for overtime the time worked. (B) Forty Hour Employees. In determining whether or not overtime Employees normally working a forty (40) hour work week shall be compensated at their option at the rate of time and one half (1.5) for all hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees worked in excess of eight (8) hours a day or over forty (40) hours in a work per week which will be paid or compensation time at time and one-half one half. In the event the forty (1½40) hour employee is unable to secure the compensation time on days acceptable to him/her, the employee may opt for the overtime pay. (C) Overtime specified in subsections A and B above will only be paid up to and including the rank and pay grade of Captain, except in the instance when an Battalion Chief is utilized on scene to assist the incident Commander/on duty Battalion Chief (D) As to overtime, 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 employee’s base rate of pay (“County” list each time, every member shall have been given an opportunity to work overtime) unless the overtime meets the definition of overtime under . Any member who elects to reject such opportunity to work overtime, pursuant to the provisions of FLSAthis subsection, and in compliance with the existing overtime agreement, shall be placed at the bottom of the rotating list. In the latter instance, The Chief shall determine when and how overtime shall be calculated at assigned for staff positions. (E) When the rate of one rotating overtime list is exhausted 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” no members accept overtime, an adjusting entry the Battalion Chief shall poll the on-duty group for volunteers. If no volunteers are available, the junior man on that group shall work the overtime. (earn code 90-FLSA OTF) 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 total of ninety six (96) hours per fiscal year. All CT accrual balance shall be madepaid out at time of employment separation for any member who is on injured on duty (IOD) status and is unable to discharge said CT prior to separation. Consistent with other provisions Compensatory time will be 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 a minimum of this MOU and four (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, the Salary Resolutionmember 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 all his remaining compensatory time prior to resignation or retirement. (G) There 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 be no limit as to the end number 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 members on the new day. Overtime may department who shall be paid in cash or accrued as allowed off on Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should employees of this Unit Time, provided that members on Vacation take priority and there shall be scheduled by management to work no more than seven nine (79) consecutive work days, commencing on the eighth members off duty in total at any given time from all forms of leave (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.i.e.

Overtime. All employees covered SECTION 40.1 When a Full-time employee is required to work beyond the limits established by this MOU the Fair labor Standards Act, he/she shall be paid compensated at the rate of time and one-half (1½) as calculated on Article 33, Section 33.5 for overtime all such excess hours worked. In determining whether or not overtime hours have been worked, only productive The work hours (actual hours worked) period shall apply. Overtime is authorized work performed by employees in excess of be twenty-eight (8) 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 a day or over forty (40) hours for which an employee is paid in a given work week which will be period, notwithstanding the fact that the employee may not have worked because of being 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 FLSAin leave status. In the latter instance, overtime shall be 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 Hours in a day and which extend into a new day. This provision paid leave status 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 spent in the following Compensatory Time Off article 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 this MOU. Should employees of this Unit be Section 33.5, an employee who voluntarily works overtime on his or her normally scheduled by management to work more than seven (7) consecutive work days, commencing on the eighth (8th) off-duty day, the employee will be compensated at two (2) times his/but who fails to work, due to a non-work related injury or illness, on his or her base hourly rate for each hour worked until regularly scheduled on-duty day both immediately before and immediately after 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 daysovertime day, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 doubleovertime compensation for working on the off-duty day, unless by working on such day (without 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) day work period. SECTION 40.4 When any Full-time pay employee works any overtime above and beyond his normally assigned shift, that employee will have the choice of being compensated as stated in Section 33.5 of this Article, or the employee may choose to collect compensatory time which will be given at a rate of one and 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 eighth hours needing filled. D. All employees shall answer phone calls made by the Department for overtime, or promptly call the Department back. Cell phones, paging, texting, and email may be used to obtain overtime. E. All fulltime members have one (8th1) consecutive day worked nor 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 first immediate shift shall be covered using article 40.5E. As well, it is understood that department “business” may change initially agreed upon time for calls to start. G. Over time shifts can be traded for equal time up to twenty-four (24) hours between fulltime members. A Maximum of one (1) shift every Three Hundred and Sixty five days thereafterper member shall be allowed. Employees may rescind such waiver in writing prior It is the responsibility of each full time member to their scheduled shiftkeep 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 the two (2) calendar days before approved time off as well as two

Overtime. (a) All employees covered by this MOU shall will be 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 (1½) 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 each hour worked in excess of eight (8) hours a day or over forty (40) 40 hours in one week, not to exceed a work week which will 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 time and the prevailing overtime rate. Compensatory hours can be taken in periods of one-half (1½1/2) 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 upon by the Union and the County, if a supervisor is unable to fill a shift with scheduled overtime from within the specific work unit, the supervisor may 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, as well as his being on a leave status when overtime would otherwise be offered, 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 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 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 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 each calendar year. Each July 1st, the overtime roster will reset the opportunity number to 0. (e) If an employee at the Wastewater Treatment Plant is scheduled to work a shift beginning between 3:00 PM and 8:59 PM on Sunday and is required to stay over to work the following shift, representing a new pay period, the employee shall be paid at a rate of time and one half the employee’s base hourly rate of pay for the hour(s) worked during the subsequent contiguous shift. (“County” overtimef) unless A copy of the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be 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 roster for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee location shall be provided to the Union on 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftmonthly basis.

Overtime. All employees covered by this MOU The standard work day shall be paid at the rate of time and one-half (1½) 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 consist of eight (8) hours a day or over consecutive hours, and the standard work week shall average forty (40) hours in accordance with a regular shift schedule which shall be discussed with the Union prior to posting. (See Appendix A concerning twelve (12) hour shifts.) Such schedule shall not be, or construed to be, a guarantee of hours of work week which per day or of days of work per week. All authorized work outside the regularly scheduled hours of work shall be overtime and shall be paid at one and one half (1 times the Basic Hourly Rate except as hereinafter provided: Employees shall participate in specified Departmental training. Employees may be excused from participation in particular training sessions upon written request to, and approval by, the Director of Security and Parking Services. Outside of regularly scheduled hours of work, required training 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 calculated at the rate of one and one-half (1½1 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 classification. Preference for filling posted overtime positions 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 employee’s regular rate Basic Hourly Rate. A meal allowance of payw i l l be provided, as defined by provisions effective the first of the FLSA month following receipt of notice of ratification, if an : a) continues to work for two (“FLSA” overtime)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. Should The allowance w i l l be paid once within 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 first eight (8) hours and at four (4) hour intervals thereafter. The University will post a schedule of work for each classification four (4) weeks in a day and which extend into a new dayadvance. This provision is for the of both the University and the employee 7) calendar days notice will be given f of 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 include be time and one half the employee's Basic Hourly Rate for all 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 until seven (7) consecutive work days, commencing on calendar days have elapsed of notice given. Such notice may be waived by mutual agreement between the eighth (8th) day, the affected employee will be compensated at two (2) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are receivedand management. 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 A copy of the employee volunteering. To clarify which employees are volunteers, each current employee written notice of naiver shall be provided a form upon which forwarded to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver or discard it. Employees who return affected employee and the form shall not be entitled to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftUnion.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half Section 1 - Overtime: (1½1) An overtime eligible employee accumulates overtime 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) 40 hours in a 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 week which will be paid at time and one-half (1½) in excess of the employee’s base rate scheduled work day when the employee performs work in excess of pay (“County” overtime) 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 meets liability for the definition of overtime under County. (b) All work performed on a holiday identified in Article 7 which falls within the provisions of FLSAemployee’s regular work schedule. In The employee will also receive the latter instanceemployee’s normal holiday pay. be either: (2) Overtime accumulated pursuant to this section shall, overtime shall be calculated at the rate discretion of the County, (a) Paid to the employee at one and one-half (1½) times the employee’s regular rate of pay, compensation; or (b) Credited to the employee as defined by provisions of the FLSA compensatory time off at time and a half. (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry 3) In calculating work performed pursuant to this section: (earn code 90-FLSA OTa) Overtime shall be madecomputed to the nearest quarter hour. (b) Work performed shall consist only of time the employee is actually working for the county. Consistent with other provisions Any time during any form of this MOU and the Salary Resolutionleave, 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. Howeverincluding, overtime paid in this setting but not limited to, vacation leave, shall not be included as work performed for purposes of overtime calculation. However, holidays identified in any overtime/doubleArticle 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 overtime worked. 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 120 hours of compensatory time for overtime worked. The 120 hour maximum is the total allowed after computation at time and one-time half. (5) As used in this section, “overtime computation for eligible employee” includes all employees, except “overtime exempt employees” as defined in Section 2 of this Article. (6) The County agrees that it will not change an employee’s regularly assigned scheduled work hours on for the new daysole purpose of avoiding overtime liability. 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 The provisions of this Unit be scheduled by subsection do not abrogate management rights to work more than seven schedule work. (7) consecutive work daysEffective with the July 1, commencing on the eighth (8th) day2006 CBA, the employee bargaining note/clarification from prior CBAs is added to this section: “This will be compensated at two (2) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are received. This payment shall only apply when verify our understanding that the employee County has been scheduled by management and ordered to implemented a policy so that employee’s work more than seven (7) consecutive hours and/or work days, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 location will not be entitled temporarily changed so as to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftavoid overtime and/or mileage reimbursement.”)

Overtime. All employees covered by this MOU 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 (70) or eighty (80) hour pay period through adjusting or flexing the work day shall be paid 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 rate of time and 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 (1½) hour overtime on any one day. The overtime bank for will 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 worked. In determining whether 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 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 out to the employee. The employee and one-half the will make reasonable efforts to schedule lieu time. In employees accumulating less than three (1½3) 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’s base rate of pay employee quarterly (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSAMarch June September and December 31). In the latter instance, employees accumulating less than hours on a hour week or hours on a hour week of approved earned overtime shall be calculated at the rate of one and onehours will receive time-half (1½) times the employee’s regular rate of pay, off as defined by provisions of the FLSA (“FLSA” compensation for this overtime). Should the calculated “FLSA” overtime be Employees accumulating 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 earned hours on the new daya 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. 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 Where an employee is required to work three (3) or more than seven (7) consecutive work dayscontinuous hours, commencing on contiguous with the eighth (8th) dayregular workday, the employee will be compensated at two (2) times his/her base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided eligible for a form upon which to waive eighth meal allowance of ten dollars (8th$10.00) 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 the eighth in and eleven dollars (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.$1I in

Overtime. a. All employees covered by this MOU hours actually worked in excess of 80 hours during a 14-hour day tour of duty shall be compensated at one and one-half times the employee’s regular straight-time rate of pay. Overtime shall only be worked if authorized by the shift supervisor or manager responsible for the department at the time of the work, except under emergency conditions. b. Hours worked during emergency and unscheduled overtime assignments during 6:00 PM through 6:00 AM shifts, and Saturday and Sunday 6:00 AM through 6:00 PM shifts, will be compensated at two times the employee’s regular straight time pay. Emergency overtime shall be any overtime within a 72-hour notice when referenced in this Agreement. c. In the event that an employee is assigned to emergency or unscheduled overtime in conformance with subsection 6.f. of this section during a 14- day tour of duty, all compensated hours in excess of 80 hours will be compensated at one and one-half times the employee’s regular straight time rate of pay. d. Training assignments outside of an employee’s regularly scheduled working hours will not be considered as emergency or unscheduled hours for the purposes of overtime calculations. Training assignments outside of an employee’s regularly scheduled working hours shall be compensated at one and one-half times the employee’s regular straight-time rate of pay. e. Compensatory time and paid time off will not be considered as hours actually worked. f. If an employee is scheduled to work 8 hours per day, all hours worked in excess of 8 in any calendar day shall be compensated at the rate of time and one-half (1½) for overtime worked. In determining whether or not overtime half. g. If an employee is scheduled to work 10 hours, 4 days per week, all 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 10 in any calendar day or over forty (40) hours in a work week which will shall be paid compensated at the rate of time and one-half (1½) half. h. If an employee is scheduled to work a 12-hour day, all hours in excess 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 12 in any calendar day shall be calculated compensated at the rate of one time and one-half (1½) times the one- half. i. Hours in excess of an employee’s regular rate of payschedule in a calendar day, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtimeresulting from a change in shift, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent compensated at straight time. j. Employees will have a minimum of eight hours break between shifts except for emergency circumstances or with other provisions of this MOU agreement by both the Director or designee 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 employee. k. Employees 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) 18 consecutive work dayshours, commencing on the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftexcept under emergency circumstances.

Overtime. All employees covered Any overtime work to be performed shall be authorised in advance by this MOU the Director. An employee in Division II and below who is required to work in excess of forty-four hours a week shall be entitled 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, such 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 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 eligible for overtime payment and is required to work on his rest days shall be paid an extra day's salary at the ordinary rate of time and one-half (1½) pay for overtime workedone day's work in addition to the ordinary rate of pay for that day. In determining whether 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 specified number of hours of work on a rest day or not overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees 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 (8) hours a day or over forty (40) hours in a work week which will be paid at time and one-half (1½1) of the employee’s base rate this clause. Where an employee is called back to work on his scheduled rest day for any period of pay (“County” overtime) unless the overtime meets the definition less than four hours of overtime under the provisions of FLSA. In the latter instancework, overtime he shall be calculated at compensated with one day’s pay; if the rate period is more than four hours of one 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 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 one-half (1½) times wages for work performed on scheduled rest days and gazetted public holidays, the employee’s regular “ordinary rate of pay, as defined by provisions of ” shall mean 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 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 basic pay of the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth and includes the Monthly Variable Component (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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftMVC).

Overtime. All employees covered by this MOU 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 amount of and the schedule for such overtime shall be paid established 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 (35) hour week will be computed by compensatory leave or extra pay at the rate option of time the employee as follows: Time and one-half (1½) for authorized 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 worked in excess of eight thirty-five (8) 35) hours a day or over in one (1) week. D. Occasional authorized extra work for any employee working the standard forty (40) hours in a work hour week which will be paid compensated by compensatory leave or extra pay at time 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 by the Borough Administrator. H. The Union is aware of the Borough’s budgetary constraints when it comes to paying for overtime and encourages its members to select compensatory time for extra work whenever possible. I. An employee who is called 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, as long as the call back is not contiguous to the end of the employee’s base rate shift. J. The parties agree that if the Department Heads employed by the Borough increase their hours of pay (“County” overtime) unless work and/or days of work, then the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be 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 Borough and the Salary ResolutionAssociation shall negotiate as to increased work hours, overtime shall also include all authorized consecutive hours worked over eight (8) hours in a day compensation 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. All employees covered by this MOU shall be paid at the rate of time (a) Time and one-half the regular hourly rate shall be paid for each quarter (1½1/4) 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 of an hour worked in excess of eight the employee’s assigned work day. (8) hours a day or over 1) If time is lost during the regular workweek for unpaid absence, then overtime pay shall not prevail until forty (40) hours in a work per week which will be is exceeded unless assigned to an alternative schedule. Periods of 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 absence shall be calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, counted 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 for purposes of calculating overtime liability. (8) 2) Regularly scheduled 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 canceled solely for the purpose of avoiding overtime computation for regularly assigned work hours on the new daypay. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in the following Compensatory Time Off article contained Nothing in this MOU. Should employees section shall be construed to restrict the City's right to establish and assign hours of work, or to otherwise limit the exclusive rights of management as set out in Article 4 of this Unit Agreement and as provided by State law. (3) Any overtime work required of an employee on a day when no work was scheduled for him/her, or for which he/she is required to return to his/her place of employment, shall be scheduled by management considered to work more than seven (7) consecutive work days, commencing on the eighth (8th) day, the employee will be compensated at least two (2) times his/her base hourly rate for each hour worked until such time as two hours duration. However, if an employee is called to duty within thirty (230) consecutive days off are received. This payment shall only apply when the employee has been minutes prior to regularly scheduled by management and ordered work, or is called to work within thirty (30) minutes following regularly scheduled work, such additional work shall be regarded as an extension of the workday. Such extension of the workday shall be paid as overtime. (4) Overtime will be paid on the payroll for the pay period within which the overtime is being performed or accumulated as per Article 8, Paragraph (g). (5) It is understood that nothing in this Article shall require payment for overtime hours not worked. Overtime shall not be paid more than seven once for the same hours worked. All over-time must have previous authorization of the Chief of Police, if compensation therefore is to be effected. (7b) consecutive Employees who are scheduled to work days, a Pre-Designated Crawl or Event shall be paid in accordance with Article 34 – Special Events. (c) An employee may choose to accrue compensatory time in lieu of receiving pay for overtime. An employee may accrue a maximum of one hundred (100) hours of compensatory time. Compensatory time off may be allowed and does not apply when scheduled subject to the work is as a result convenience of the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete and the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftDepartment.

Overtime. All employees members covered by this MOU Agreement shall be paid at the rate of time and one-half (1½) compensated for all 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 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 calculated worked 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)their normal hourly wage rate. Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) Overtime shall be made. Consistent with other provisions of this MOU those hours worked over and the Salary Resolution, overtime shall also include above an officer’s normal schedule in each payroll period and for all authorized consecutive hours time worked over eight (8) hours in a day one shift. Overtime shall further be defined as shift openings created by an officer’s use of vacation, sick time, compensatory time, personal day, funeral leave or maternity leave, call-back to duty, and/or any other function as may be required in accordance with the duties and which extend into a new dayresponsibilities of the member’s duty assignment. 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/doubleRegular full-time members shall be given first opportunity to work all overtime computation for regularly assigned and to work all additional hours on as deemed necessary by the new dayChief of Police. Overtime may shall be paid in cash or accrued assigned by seniority within rank 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 set forth below: A. An officer on the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate day off; an officer’s day off shall be construed to mean that by working said overtime, an officer will still have eight hours off between shifts. B. To be split between two shifts. C. An officer may elect to work a double shift. D. If a patrol officer is unavailable to work any shift, then the option of working that shift goes first to a full-time police officer and then to a full-time sergeant or lieutenant. E. If a sergeant or lieutenant is unavailable to work any shift, then the option of working that shift goes first to a sergeant or lieutenant, and then to a full-time police officer. F. If the shift is still not filled, then the shift will be offered to a part-time officer. G. Members may not “bump” or replace another member from the overtime schedule within 72 hours prior to the start of such shift. H. Any coverage for each hour worked until such time as two grant funded overtime (2stop DWI, Aggressive Driver, Project impact, etc.) consecutive will be offered in order of seniority regardless of rank. Members on days off are receivedwill have first choice of covering shifts. 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 Anyone working these details will not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftcount toward minimum staffing.

Overtime. Overtime will be on a voluntary basis but employ- ees are expected to co-operate and perform overtime when asked to do so by the Company. Notice ofovertime work will be given, ifpossible, four) hours prior to such work being performed, except in cases ofemergency. Employees who agree to work overtime and who do not fulfill their without a reason acceptable to the Company, will not be considered when subsequent overtimeschedules are prepared, unless no qualified substitute can be found. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) 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 an employee in excess of eight 8 (8) hours a day or over forty (40eight) hours per shift and (forty) hours per week shall be considered overtime and remunerated at time and employee’s regular hourly rate in the case of an hourly rated employee, and an employee’s average hourly earnings, excluding overtime premium, in the case of a piece-rated employee. Furthermore, work week which performed on Saturday will be paid considered overtime and remunerated at time and one-half and any work performed on a Sunday, which has been specifically scheduled by the Com- pany, will be remunerated at double time. However, where Sunday work is on the Saturday, the overtime rate oftime-and-one-halfwill apply. Employees who are requested and work more than 3 (1½three) hours overtime in any working day will be entitled to a half-hour rest period. Employees will be paid for (fifteen) minutes rest period at one-half. This applies only to those actually take the rest period and punch their time card Employees who-work overtime for three or more hours on a particular shift will be eligible for a (six dollars) meal allowance if the request for such overtime is not received prior to the commencement of the employee’s base shift. When an employee is called in by the Company for overtime work he shall be guaranteed a minimum (four) hours work and be paid at the regular overtime 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 calculated at the rate of one and time-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 WAITING TIME: Where, due to breakdowns, power failure, lack of work hours or other unforeseen circumstances, production is temporarily interrupted, but employees are required to remain “waiting” 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 dayspremises, commencing on the eighth (8th) day, the employee -such “waiting time” will be compensated at two (2) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are received. This payment shall only apply when in 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.manner:

Overtime. All employees covered Time worked in excess of the basic working per- iods as shown above, shall be considered as over- time, provided that the excess time is approved by this MOU the Company. This provision applies to time worked before the employee's scheduled shift as well as after the scheduled shift. Overtime shall be paid at the rate of double time. Double time shall also be paid under the following circumstances: For all time worked on call-backs. For all work performed on an employee's scheduled day off. In all cases of overtime work there shall be a break of nine (9) hours before commencing a designated new shift. In an emergency where this is not possible, the following shift shall be paid for at the rate of double time. Should an employee be instructed to start later than his normal starting time in order to allowed a nine (9) hour break, he shall no loss of pay for such hours not worked within the shift. Employees required to be on a stand-by for call- back shall be paid for four (4) hours at the approp- riate rates (straight time). If the employee is called back, then Paragraph B applies. Employees who are required to work on any of the Statutory Holidays falling within the course of their regular weekly shift shall have the option of being paid at double time for such work and receive an additional day off with pay which may be accumu- lated, or being paid at straight time for such work and receive two additional days off with pay which may be accumulated. If the Holiday should fall on an employee's regular day off and he is required to work, he shall have the option of being paid at double time and one-half (1½) for overtime worked. In determining whether such work and receive an additional day off with pay which may be accumulated, 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 being paid at time and one-half for such work and receive two additional days off with pay which may be accumu- lated. No employee to be compelled to work overtime. If a job is in progress the man working on the job should be required to finish the job if the supervisor thinks it necessary in the interests of safety and efficiency. Otherwise, on planned overtime, if there are no volunteers, then the shop ▇▇▇▇▇▇▇ may designate the required number of men to complete the work. The number of men required to be deter- mined by the supervisor. The Company will provide, at no cost to the employee, insurance against loss due to fire or theft (1½as per insur- ance regulations) to a maximum value of (inventory to be supplied by the employee to the Com- mittee [three from the Union, three from Management] for the purposes of Tool Insurance and Tool Deprecia- tion allowance). Tool depreciation allowance of per value of tools to be a maximum of per man per year No allowance to employees having less than of tool value First payment to be January and annually thereafter employees in the Journeyman Classification First pay to be January and annually thereafter Employees hired after January 1st of any year will be paid of their tool allowance per month worked Lab Technician IT IS AGREED and understood that employees at the Plant, when on a regularly scheduled job, will not be paid less than a shift’s pay DATED AT British Columbia, this day of Party 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 calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions First Part Party 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.Second Part

Overtime. All employees covered by this MOU An employee shall be paid compensated at the rate of time and one-half (1½) his/her regular rate of pay for authorized 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 per week. An employee whose regular workweek is less than forty (40) hours shall be compensated at his/her regular rate for authorized overtime work performed up to forty (40) hours per week that is in excess of his/her regular workweek. The Employer 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 Appointing Authority and by the Chief Human Resources Officer. 1. With the exception of paid sick leave, all time for which an employee is on full paid leave status shall be considered time worked for the purpose of calculating overtime compensation. An employee who uses sick time during the same workweek in which he/she works either emergency or mandatory overtime shall be permitted to use up to three (3) such days each fiscal year for purposes of calculating overtime compensation provided the sick time is used prior to the notification to report for the overtime. 2. However, aAn employee who uses sick leave during the same work week in which will he/she works mandatory overtime shall have the opportunity to replace up to three (3) shifts per fiscal year of sick leave with his/her available personal leave, vacation leave, accrued compensatory time or holiday compensatory time. Furthermore, up to two (2) days of sick leave may be paid counted toward such overtime calculation if the employee submits medical evidence pursuant to Article 8, Section 1 of the Agreement. There shall be no duplication or pyramiding of the premium pay for overtime work provided for in this Agreement. Upon the request of an employee, an Appointing Authoritythe Employer may grant, at its discretion, compensatory time in lieu of payment for overtime at a rate not less than one and a one-half hours for each hour of employment for which overtime compensation would be required under this Article. Such compensatory time shall not be accumulated in excess of ninety (1½90) hoursone hundred and twenty hours and may be sued in one half-hour increments. The Employer shall permit the use of compensatory time at the employee’s base request, provided the use of compensatory time does not unduly disrupt the operation of a department or agency. An Appointing Authority shall permit the use of compensatory time within a reasonable time from the employee's request, provided the use of compensatory time does not unduly disrupt the operation of a Department or Agency. Upon termination, an employee shall be paid for all unused compensatory time at the final regular rate of pay. The Employer shall make every effort to compensate employees for overtime in the same pay (“County” overtime) unless period that the overtime meets was earned. However, it is understood that there are situations in which the definition overtime entries cannot be made until the following pay period (e.g. overtime earned in the first week of the pay period should be paid within the same pay period; overtime under worked in the second week of the pay period should be paid in the following pay period). 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. Department heads and union representatives at each location shall work out procedures for implementing this policy of distributing overtime work. Prior to implementing mandatory overtime a reasonable effort will be made to solicit volunteers. The provisions of FLSAthis Section shall not apply to employees on full travel status to the extent permitted by law. In Upon the latter instance, request of an employee. The Employer may grant at its discretion compensatory time in lieu of payment for overtime shall be calculated at the a rate of not less than one and one-half (1½) times hours for each hour of employment for which overtime compensation would be required under this Article. Such compensatory time shall not be accumulated in excess of one hundred and twenty hours and may be used in one half-hour increments. The Employer shall permit the use of compensatory time at the employee’s request, provided the use of compensatory time does not unduly disrupt the operation of a department or agency. Upon termination, an employee shall be paid for all unused compensatory time at the final 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.

Overtime. All employees covered by this MOU Overtime shall be paid at the rate of time one and one-half (1½1 1/2) times the employee's regular hourly rate. Battalion Chiefs are considered “exempt” and shall not be paid overtime or for overtime workedhours outside their normally scheduled hours of work except as expressly provided herein. In determining whether 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 not overtime hours have been worked, only productive work hours 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 (actual hours workedHazMat) shall applydeployment. Overtime is authorized work performed by employees in excess of eight (8) hours Compensation at a day or over forty (40) hours in a work week which straight time hourly rate will be paid at time and one-half (1½) for hours deployed during normally scheduled hours of the employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSAwork. In the latter instance, overtime The employee shall be calculated compensated at the a rate of one and one-half (1½) times the employee’s regular 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 pay, as defined by provisions one and one-half times (1½) their hourly rate for time worked outside of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime their regularly scheduled work hours. C. Duty Officer standby will be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent compensated 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-compensatory 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 each seven (7) consecutive day assignment, will carry a paging device and be able to respond within 15 minutes of the initial callout. D. Any pre-approved work daysfunctions beyond the employee’s regular day-to-day duties will be compensated with hour-for-hour compensatory time to the nearest ¼ hour. For example, commencing on meetings, projects, training, emergency call-outs, etc. E. Any employee called back to work for operational shift work, outside the eighth (8th) daynormal work schedule, the employee will be compensated at two the 56-hour base rate at current top step (2Step 5) at 1½ times his/her base hourly rate for each all hours worked. Compensatory time may not exceed 80 hours for a 40-hour worked until such week employee and 112 hours for a 56- hour employee. No compensatory time as two (2) consecutive days off are received. This payment shall only apply when the can be earned beyond these limits in applying subsections C and D. In no case is an employee has been scheduled by management and ordered permitted to work more than seven (7) consecutive work days, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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-convert compensatory time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver authorized in writing prior to their scheduled shiftthis subsection into cash payment.

Overtime. All ‌ 1. Overtime for full-time, FLSA nonexempt employees covered by this MOU 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 the a rate of time and one-half (1½) 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 assigned 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 workedpay. In determining whether or not overtime hours have been workedHowever, only productive work hours FLSA-exempt employees shall receive eighty (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of eight (8) hours a day or over forty (4080) hours in of professional leave frontloaded each fiscal year (July 1 – June 30). A. Employees who are hired, transferred, promoted, or reclassified into an FLSA-exempt position midway through 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 fiscal year shall be calculated have their professional leave prorated at the rate of one and one-half (1½) times 3.34 hours for each pay period remaining in the employee’s regular rate of pay, as defined fiscal year. B. Professional leave hours not used by provisions end 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 fiscal year may not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new day. Overtime may be carried over and are not subject to being 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftout.

Overtime. All employees covered time worked beyond the normal work day or normal work week that is not part of a shift or scheduled day of work shall be considered as overtime and shall be paid for at one and one-half times regular rate for each hour of overtime worked, subject to the following conditions: (a) The employee is directed by this MOU the Department Head or a Supervisor designated by the Department Head to authorize overtime. 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 take it at a time which is mutually agreeable between the employee and the Employer. It is understood that lieu time off shall mean that time off shall be at the overtime rates. For example, an employee working four hours at time and one-half will be entitled to six hours off without loss of pay. No employee may accumulate more than fifteen days at any time. Overtime accumulated in excess of fifteen days shall be paid to the employee concerned. All hours worked on a paid holiday that are part of the normal scheduled work week shall be paid at the rate of time and one-half (1½) for overtime workedIn 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. In determining whether or All hours worked on a paid holiday which are not overtime hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess part of eight (8) hours a day or over forty (40) hours in a the normal scheduled work week which will shall be paid at double time and one-half (1½) 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 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 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftholiday.

Overtime. All employees covered by this MOU hours worked in excess of the regularly scheduled workday (i.e., eight (8), ten (10), or twelve and one half (12.5) hours shifts) shall be paid compensated at the rate of time one and one-half (1½1.5) times the regular rate for actual overtime hours worked. In determining whether or not overtime All hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees worked 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 the regular workweek (1½except for employees assigned to 12.5 hour shifts whose regular workweek shall consist of either 37.5 or 47.5 hours) 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 calculated compensated at the rate of one and one-half (1½1.5) times the regular rate for actual overtime hours worked. Sick leave hours shall not be considered working hours in a regular workweek for purposes of this paragraph. “Sick leave” includes any sick leave code (whether paid or unpaid including e.g., AB 109; FMLA; CFRA; and “sick/comp”). Employees may exercise one “sick leave exception” every six (6) months that will count towards the calculation of overtime (January-June and July-December schedules). Unused exceptions may not be carried over into the next calendar year and the use of an exception must be designated by the employee at the time the sick leave is being called in and used. Subject to the calculation of overtime requirements in the paragraph above, all hours worked on the employee’s first regular day off (RDO) during any workweek shall be compensated at one and one-half (1.5) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtime)rate. 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 All 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 second, third, or accrued as Compensatory Time Off fourth regular day off (CTORDO) 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 during any workweek shall be compensated at two (2) times his/her base hourly the employee’s regular rate provided that the employee worked the full shift on any previous RDO within the work week. All hours worked in excess of a regularly scheduled workday on a holiday shall be compensated at double time, in addition to straight time holiday pay as provided in Section 56 (“Alternative Work Schedules”). When requested by management, employees on their regular days off (RDO) who volunteer to work on a holiday shall be compensated at double time in addition to straight time holiday pay as provided in Section 56 (“Alternative Work Schedules”). Employees may elect to be compensated for each hour worked until such overtime hours by compensatory time as two off rather than payment. Employees are restricted from working more than twenty (220) consecutive days off hours and, as such, are received. This payment shall only apply when prohibited from signing up for or attempting to sign up for any extra duty, including overtime, that would place the employee has been scheduled by management and ordered in the position of having to work more than seven twenty (720) consecutive work days, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver or discard ithours. Employees who return work sixteen (16) hours or more within any twenty (20) hour period must have a minimum of eight (8) hours break before the form next work shift. All overtime must be assigned and approved in advance and the performance of such overtime shall not be entitled mandatory. If no qualified employee volunteers to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior work overtime, mandatory overtime shall be assigned to their scheduled shiftqualified employees by virtue of inverse department seniority.

Overtime. All employees covered by this MOU Section 1 The workweek shall be paid at construed as being 41 y.. hours per pay period for all sworn personnel and non-sworn supervisory personnel. The workweek for all other members of the rate unit shall be 40 hours or less per pay period as may be prescribed by the Chief of time and one-half (1½) for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall applyPolice. Overtime is shall be designated as authorized work performed by employees in excess of eight (8) 41 y.. hours a day or over forty (40) per week for FLSA-Non-exempt sworn personnel and non-sworn supervisory personnel, and 40 hours in a work per week which will for all other FLSA-Non-exempt personnel. Section 2 All overtime shall be paid compensated at time and one-half (1½) of the employee’s base '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 (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. as provided herein. Section 4 In the latter instance, overtime shall be calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions recognition of the FLSA (“FLSA” overtime). Should -Exempt status of the calculated “FLSA” 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 be greater than hours. Section 5 From the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent with other provisions date of the signing of this MOU and the Salary ResolutionAgreement moving forward, overtime shall also include all authorized consecutive compensatory time of 1.5 hours for each hour of time 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 excess of a normal an employee's regular 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 week 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 and used upon agreement 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 and his/her base hourly rate immediate supervisor. The work week is defined in Section 1, Article VI of the current CBA. Tracking of hours earned and used shall be a function of management. Requests for each hour worked until such use of compensatory time as two (2) consecutive days off are receivedshall be submitted in writing no less than 48 hours prior. This payment requirement may be waived by management. Compensatory time shall only apply when be treated the employee has been scheduled 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 management and ordered the city to work more than seven (7) consecutive work days, and does not apply when allow the work is as a result use of the employee volunteeringhours in the allotted time. To clarify which employees are volunteers, each current employee 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 provided a form compensated for as agreed upon which to waive eighth (8th) day overtime eligibility. Employees may either complete in Article VI of the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftcurrent Collective Bargaining Agreement.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one1. Employees who are non-half (1½) 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 employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime exempt under the provisions of FLSA. In the latter instance, overtime FLSA shall be calculated at the rate of receive one and one-half (1½1.5) times the employee’s their regular hourly rate for all hours actually worked in excess of payforty (40) hours per work week. 2. Employees who are non-exempt under FLSA, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtimewho work part-time schedules, 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 compensated at straight time rates for hours worked over eight their normal scheduled hours on any workday, and shall receive one and one-half (8) 1.5) times their regular hourly rate for all hours over 40 hours in a day 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 which extend into a new dayone-half compensatory time basis in lieu of cash overtime. This provision 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 include receive an additional one thousand ($1000.00) 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 before or at the end of a normal work schedule. However, overtime paid in this setting which shall not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new day. Overtime may be paid compensable in cash or accrued as Compensatory Time Off (CTO) as outlined in eligible for payout upon separation. With the following Compensatory Time Off article contained in this MOUpermission 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. Should employees of this Unit be scheduled by management The State’s Attorney must send written notice to work more than seven (7) consecutive work days, commencing the Executive Director on the eighth (8th) dayform 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 employee will be compensated at two (2) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are receivedDepartment. This payment shall only apply when time off may not be carried over beyond the employee has been scheduled by management and ordered to work more than seven (7) consecutive work dayssecond pay period after which it was authorized, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 compensable in cash or eligible for payout upon separation. 6. Victim Advocates who complete at least two entirely voluntary webinars or equivalent professional development trainings per quarter, approved in advance by the Department, shall receive a quarterly stipend in the amount of one hundred and fifty ($150) dollars, 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 double-time pay for participate in the eighth 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 least two entirely voluntary webinars or equivalent professional development trainings per quarter, approved in advance by the Department, shall receive a quarterly stipend in the amount of one hundred and fifty (8th$150) consecutive day worked nor days thereafter. Employees may rescind such waiver dollars, payable in writing prior to their scheduled shift.the last payroll cycle of each such

Overtime. All Overtime shall be defined 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 covered by this MOU 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. 1. Compensation for overtime shall be paid at the rate of time time-and one-half (1½1-1/2) the employee's regular rate of pay. All grant-funded* overtime is at this rate of pay. 2. Compensation 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 each continuous hour worked in excess of eight twelve (8) 12) consecutive hours a day or over forty (40) hours in a work week which will shall be paid at time 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 (1½) of the 1-1/2). Any grant-funded* work performed before or after an employee’s base rate regular work shift will not be considered continuous service for the purposes of pay 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 “Countyovertime rate” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instanceallowed by contract, overtime shall be calculated at to include the rate of one and one-half two times (1½2x) 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 continuous work in excess of twelve (12) hours. Any officer performing work under Task Force grant-funding must meet the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift24 hour drug training requirement and be approved by a Task Force supervisor.

Overtime. A. All employees covered overtime worked must be authorized in advance by this MOU the Director. 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, and shall be paid for at the rate of time one and one-half (1½1-1/2) times the employee’s regular rate of pay. 1. The definition of “hours worked” for overtime worked. In determining whether or not overtime regular full-time employees assigned to the rotating work schedule as described in Section 25, Subsection C includes regular hours have been worked, only productive work hours (actual training hours worked) shall apply, annual leave taken, compensatory time taken, and Holiday leave taken once the employee has worked 150 service hours. Overtime is authorized “Hours worked” will not include sick leave taken. 2. Regular full-time employees assigned to a rotating work performed by employees in excess of eight (8) hours a day or over schedule that occasionally produces less than forty (40) hours in a work week which will be paid 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 (1½) of their scheduled workday and the employee has obtained the approval of the employee’s base 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 of pay separately (“County” overtime) unless the see Appendix B). F. An employee who is eligible for overtime meets the definition of overtime under the provisions of FLSA. In the latter instancemay, overtime shall be calculated at his/her option, take compensatory time off (at the rate of one and one1-half 1/2 hours off for each hour of overtime earned) in lieu of overtime pay if the compensatory time is taken off within ninety (1½90) times the employee’s regular rate days of pay, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtimewhen it is earned; Provided, 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 employee cannot 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 accrue more than seven sixty (760) consecutive work dayshours of compensatory time. The employee shall notify the Director, commencing on the eighth (8th) day, the employee will be compensated at two (2) times of his/her base hourly rate for each hour worked until such decision to take compensatory time as two (2) consecutive days off are receivedor paid compensation at the overtime rate, when advised of his/her overtime duty. This payment shall only apply when Compensatory time may be used by the employee has been scheduled by management and ordered to work more than seven (7) consecutive work dayswithin a reasonable period of time after the employee makes a request, and so long as such use does not apply when unduly disrupt the work is 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 may choose to 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 qualified employee from the shift prior to, 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 volunteeringshall receive a minimum of ten (10) hours off duty between the time last worked and the shift to be covered. To clarify which employees are volunteersAfter six (6) months, each current employee and again after twelve (12) months following ratification of this Agreement, the labor- management committee shall review any operational impacts regarding the above requirement that there be provided ten (10) hours off duty between shifts. If there is evidence of a form upon which substantial operational problem(s), the Employer may reduce the amount of time between shifts back to waive eighth eight (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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift8) hours.

Overtime. All employees covered by this MOU An employee who is authorized, 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 one and one half of the employee's hourly rate: Thereafter, overtime shall be paid at in 15-minute segments for all or a portion of such time worked beyond the rate regular tour of time 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 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 one-half provisions of Article XIV (1½) for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours workedWork Week) 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 compensated at time one and one-one half (1½) of the employee’s base rate “Holiday Rate” which is outlined in Article XXX (Paid Time Off – Holidays). At the request of pay (“County” overtime) unless the overtime meets employee and approval of the definition Board, Chief of overtime under Emergency Services, or their designee, employees may be granted compensatory time off, consistent with the provisions of FLSAArticle XXXI (Compensation Time & Buy Back Program), in lieu of paid compensation for authorized overtime hours worked. In Employees covered under this contract shall have the latter instanceright of first refusal for all schedule openings, overtime additional shifts, or special duty. If the shift becomes open 24 hours or less before the shift is scheduled, all qualified full-time staff shall be calculated at paged or texted simultaneously and the rate of one and one-half (1½) times opening shall be covered on a first come first serve basis. If the employee’s regular rate of pay, as defined by provisions opening is for more than 24 hours prior to the start of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtimeshift, an adjusting entry (earn code 90-FLSA OT) it shall be made. Consistent with other provisions covered using an ongoing rotation 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/doublefull-time overtime computation for regularly assigned work hours on the new daystaff. Overtime may be paid in cash or accrued as Compensatory Time Off Superior Officers (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should Lieutenants, Captains, and Chiefs), Fire Official, Part-time and Per-Diem 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 worked until such time as two (2) consecutive days off are received. This payment shall only apply be utilized 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 the employee volunteering. To clarify which no full-time employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftavailable.

Overtime. All employees covered by this MOU shall Overtime occurs when an APS level employee is authorised to perform extra duty outside their standard ordinary hours of duty and the employee is either: directed to perform overtime and has no discretion as to the hours it is performed; or authorised to work overtime, has some discretion as to when they perform that extra duty and the timing is agreed prior to the overtime being worked. Regardless of whether the overtime is continuous or not continuous with the employee’s standard ordinary hours of duty, an employee will be paid eligible for payment at the relevant rate of time and one-half (1½) for overtime 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 writing. Where an employee is directed under clause 36)a) to work overtime and the overtime is not continuous with the 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 been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees a flex debit in excess of eight (8) ten hours a on the day or over forty (40) hours in a work week which the overtime is worked will not be paid at time eligible for overtime payment until and one-half (1½) of the employee’s base rate of pay (“County” overtime) unless the overtime meets flex debit has been reduced to ten hours or less. Such debits are to be reduced by the definition period of overtime under worked with the provisions of FLSA. In the latter instance, overtime shall be reduction being calculated at the rate applicable overtime rate. All eligible employees working overtime who do not have a flex debit in excess of one 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 one-half employees have not been granted that time off within four weeks (1½or another agreed period) times the employee’s regular rate of paydue to operational requirements, as defined by provisions payment of the FLSA (“FLSA” overtime). Should the calculated “FLSA” original overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall entitlement may be made. Consistent with other provisions of this MOU and OVERTIME AND TIME OFF IN LIEU - ELIGIBILITY Overtime rates are payable for work performed at the Salary Resolutionauthorisation, 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. Howeverdirection of, 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 management in the following Compensatory Time Off article contained in this MOU. Should employees of this Unit be scheduled by management 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 more than seven (7) consecutive performed on Monday to Friday between 7.00am and 8.30am where an employee worked before 7.00am on that day; for work days, commencing performed on the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are received. This payment shall only apply Monday to Friday between 5.00pm and 7.00pm when the employee has been scheduled by management worked after 7.00pm on that day; for work performed on a Saturday, Sunday or public holiday; and ordered 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 work more than seven (7) consecutive work days, Saturday: Time and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided half Sunday: Double time Public Holidays: Time and a form upon which half in addition 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-single time pay payment for the eighth day (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior Mon to their scheduled shift.Fri Standard Hours)

Overtime. 20.1 Overtime shall mean overtime authorized or pre-approved by the immediate supervisor. If, for a legitimate reason, it is not possible to gain pre-approval, then the immediate supervisor must verify the time worked as approved overtime. 20.2 In this Agreement: (a) All employees covered time which an Employee is required by this MOU an immediate supervisor to work beyond the normal work day, normal work week as defined in Article 18 – Hours and Days of Work, or on a Holiday shall be considered as overtime; (b) Employees shall be paid at overtime rounded off to the rate nearest fifteen (15) minute period of time and one-half (1½) for overtime worked. In determining whether or not overtime hours have been worked, only productive . 20.3 Employees who 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 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 calculated paid at the rate of one and one-half (1½1-1/2) times their regular rate of pay for the employee’s time worked. 20.4 Overtime and call out time shall be divided among Employees who are willing and qualified to perform the available work. 20.5 An Employee who is called out to work outside their regular working hours in unusual or emergency circumstances shall receive a minimum of four (4) hours of pay at the Employee's regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtime). Should an Employee be called out during the calculated “FLSA” overtime be greater than original call out (first four (4) hours) to the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent with other provisions of this MOU and same facility for 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) daysame reason, the employee Employee will be compensated for the hours worked beyond the first four (4) hour period at two the overtime rate. It is agreed that should there be a subsequent call out after four (24) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are received. This payment hours have elapsed from the original call out the Employee 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 doublean additional call out in accordance with this agreement. 20.6 Call outs under this Article which fall in between the times of a bus driver's regular time of start and regular time of finish are not call outs under this Article. (a) Normally overtime will be paid as it is earned, however, Employees may, with the approval of the Employer, accumulate hours to be taken as time-in-lieu. An Employee may bank up to a maximum of ten (10) days at any time during the year for time-off in lieu of pay for overtime hours worked. The Employer may place a limit on the eighth total number of days taken as time-in-lieu during the year. Such time- in-lieu will normally be taken during the year in which it was earned. (8thb) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior Bus drivers may, with the approval of the Employer, bank up to their scheduled shift.a maximum of ten

Overtime. A. All employees covered by hours worked over 40 in a continuous seven-day period as specified in Section 5 of this MOU shall Agreement will be paid compensated at 1-1/2 times the hourly rate of time and one-half (1½) in effect for overtime workedeach classification. In determining whether or not overtime All hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees worked in excess of eight (8) hours per day shall be compensated 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 day or over forty (40) hours shift employee is scheduled to work a shift schedule with six days in a work week which 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. No overtime credit will be allowed for travel time and one-half (1½) 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 direction of management for unscheduled overtime which precedes the employee’s base rate 's regular starting time. Employees working such unscheduled overtime shall receive one hour of pay (“County” overtime) unless travel time to the overtime meets the definition of overtime under the provisions of FLSA. In the latter instanceassignment, overtime shall be calculated at the rate of one and one-half (1½) times the employee’s regular rate hourly rate. C. If an employee is called to report for work at an unscheduled time at the direction 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 management and which extend into a new day. This provision requires an extra trip, he/she 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) the rate of 1-1/2 times his/her base the hourly rate for each hour worked until with a minimum of four (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, 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 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 time as 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) consecutive days 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 are receivedshall be scheduled with the approval of the supervisor. This payment 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 order to meet this requirement. The maximum accrual for compensatory time is 240 hours. The option of choosing 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, 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 Schedule A, Paragraph 4, Holidays, for each hour traveled and 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 only apply when consist of staff from the employee has been scheduled by management District’s Labor and ordered 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 work more than seven (7) consecutive work days, file a grievance in accordance with Section 19 of this Agreement and does not apply when diminish in any way the work is as a result rights of the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete District as stated elsewhere in the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftAgreement regarding overtime.

Overtime. All employees covered by this MOU A. An employee shall be paid compensated at the rate of time and one-half (1½) his/her regular rate of pay for authorized 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 per week. B. An employee whose regular work week which will is less than forty hours shall be paid compensated at his/her regular rate for authorized overtime work performed up to forty (40) hours per week that is in excess of his/her regular work week. C. Compensatory time off, computed at time and one-half (1½) in lieu of overtime compensation may be authorized by the CEO upon request of the employee’s base rate . D. The CEO shall not, for the purpose of pay (“County” avoiding overtime) unless , curtail or modify the overtime meets scheduled hours of an employee during the definition remainder of overtime under the provisions work week in which the employee has previously worked hours beyond his/her normally scheduled workday. E. With the exception of FLSA. In the latter instancepaid sick and family sick leave, overtime all time for which a unit member is on paid leave status shall be calculated at considered time worked for the rate purpose of one and one-half (1½) times the employee’s regular rate calculating overtime compensation. If sick leave is taken in a week of pay, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” mandatory overtime, an adjusting entry employee may substitute three (earn code 90-FLSA OT3) shall be made. Consistent with other provisions of this MOU days per year for alternative time (vacation, holiday, compensatory, or personal time) 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 up to work more than seven (7) consecutive work days, commencing on the eighth (8th) day, the employee will be compensated at two (2) times hisdays per year of sick time (with medical evidence provided). Implementation of this provision shall be subject to guidelines developed by the Labor/her base hourly rate 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 hour 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 until by members of the bargaining unit shall be posted or made available on a 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 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 perform such time as two (2) consecutive days off are receivedwork in the order of inverse seniority. This payment shall only apply when Failure on the part of an employee has been scheduled by management and ordered to work more than seven (7) consecutive work days, an overtime assignment as described above without such reason shall be wrongful and does may result in the imposition of disciplinary measures. K. The provisions of this Section shall not apply when the work is as a result of the employee volunteering. To clarify which to employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shifton full travel status.

Overtime. All (A) When the COUNTY requires non-exempt employees covered by this MOU to work overtime, the following shall apply: (1) Authorized overtime work shall be paid at the rate of time and one-half (1½) 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 compensated 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 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 calculated payment at the rate of one and one-half (1½1-1/2) times the employee’s regular rate hourly rate. If the employee and the department agree, an equivalent credit of pay, as defined by provisions compensatory time off may be given in lieu of the FLSA paid overtime. (“FLSA” overtime). Should 2) Except as modified by Section 4 above for full-time employees, except those who go into a leave without pay status during the calculated “FLSA” overtime be greater than the calculated “County” overtimeworkweek, an adjusting entry all paid time in excess of forty (earn code 90-FLSA OT40) shall be made. Consistent with other provisions of this MOU and the Salary Resolution, overtime shall also include all authorized consecutive hours worked over in any workweek or eight (8) hours in a day and which extend into a new dayshall be considered overtime work. This provision shall include Overtime will be paid for all hours worked before or at beyond the end of a normal scheduled work schedule. However, overtime paid in this setting shall not be included in any overtime/doublehours. (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 computation 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 regularly assigned work hours the purposes of overtime calculations, employees working shifts, which overlap workdays, shall be assumed to have completed their shift on the new day. day in which it commenced. (6) Overtime may shall be paid in cash or accrued as Compensatory Time Off compensated only once for the same hours worked. (CTO7) as outlined in Overtime shall be calculated to the following Compensatory Time Off article contained in this MOU. Should employees nearest tenth (10th) hour worked. (8) Any non-exempt employee, having worked on each of this Unit be scheduled by management to work more than seven (7) consecutive work days, commencing on shall be paid at the eighth (8th) day, the employee will be compensated at rate of two (2) times his/her base hourly 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 each one hour worked until such time as two of overtime worked. (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 All hours worked in excess of forty (740) consecutive work days, and does not apply when the work is as paid hours in any workweek or eighty (80) paid hours in a result of the employee volunteering. To clarify which employees are volunteers, each current employee pay period shall be provided a form upon which considered overtime work. (3) The COUNTY expects exempt employees to waive eighth exercise prudent judgment in the scheduling of their time to minimize any overtime work. (8th4) day The COUNTY agrees to recognize and consider seniority in regards to required overtime eligibility. Employees may either complete assignments. (5) Overtime shall be compensated only once for the form, thereby indicating waiver or discard it. Employees who return same hours worked. (6) Overtime shall be calculated to the form shall not be entitled to doublenearest (nearest tenth (10th) hour worked. (C) Full-time pay employees may accrue up to a maximum of eighty (80) hours of compensatory time. The maximum compensatory time allowed for part-time employees will be forty (40) hours. All time recorded over maximum accrual will be paid out. (D) Any unused accumulated compensatory time off shall be paid out at the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior time of termination, death or transfer to their scheduled shiftanother department.

Overtime. All employees covered by this MOU shall be paid at Hours of work beyond the rate employee’s normal workweek of time and one-half (1½) 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 shall be considered as overtime. Overtime shall be based on the number of hours actually worked, including vacation, workers’ compensation military leave, bereavement leave and holidays. Sick, compensatory time, as well as non-paid leave, shall not be considered as hours worked for purposes of overtime calculations. However, if an employee is ordered in a to work week which will on his/her normal off duty hours, his/her rate of pay shall be paid at time one and one-half (1½) of times the employee’s base regular rate of pay regardless of the hours actually worked in that pay period. Also hours of work beyond eight (“County” 8) hours in one (1) day, when working an eight hour shift shall be considered as overtime. Overtime shall be paid at one and one-half the employee's regular straight time rate of pay. When an officer is assigned the 10 hour midnight shift with 4 days on and 3 days off he will not incur overtime unless he has worked more than 10 hrs. consecutively. All other parameters will remain as contracted. This rotation will be referred to as a 4 and 3. It will only be offered to one employee at a time. This rotation does not create a precedent. Court Duty: Officers attending Court on official departmental business as witnesses during off-duty hours shall receive compensation from the Town at a rate equal to one and one-half times their regular hourly pay for each hour of actual service with a four (4) unless the overtime meets the definition hour minimum as stated in Article 13, Call Back. Mileage shall be paid for court duty per state statute. Extra work in period of overtime under should be equalized among the provisions of FLSAemployees engaged in similar work, as far as practicable. In the latter instancelieu of cash overtime pay, employees may elect to accrue overtime shall be calculated hours worked for compensatory time off, at the rate of one and one-half hours for each overtime hour worked. The maximum number of hours that may be accrued for compensatory time off is 60 hours for 40 hours of actual overtime worked. When the employee requests the use of accrued compensatory time, the approval shall follow the same procedure as that for vacation time in Article 17. Upon termination of employment for any reason, and with receipt of documentation (1½) times the employee’s regular rate of pay, as defined by provisions of the FLSA (“FLSA” overtimeabove). 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which paid for unused compensatory time, up to waive eighth (8th) day 60 hours for 40 hours of actual overtime eligibility. Employees may either complete worked, at the formfinal regular rate received by such employee, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for average regular rate received during the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.last three years of employment, whichever is higher.‌

Overtime. All (a) Any one of the following constitutes overtime: (1) Work in excess of the daily work shift for full-time employees covered by this MOU shall be paid at the rate assigned to scheduled work period positions; (2) Work in excess of time and one-half forty (1½40) hours in one (1) work week for overtime worked. In determining whether employees assigned to scheduled or not overtime hours have been workednonscheduled work period positions; or (3) For hospital personnel assigned to a fourteen (14) day schedule, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of eight (8) hours in a day twenty four (24) hour period or over forty eighty (4080) hours in a fourteen (14) day period. (b) Overtime worked by employees assigned to scheduled or nonscheduled 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 positions shall be calculated compensated at the a rate of one and one-half (1½1-1/2) times the employee’s regular 's straight time hourly rate of pay, including shift differential for all overtime worked as defined by provisions of the FLSA provided in subsection (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OTa) shall be made. Consistent with other provisions of this MOU section. (c) Employees assigned to scheduled or nonscheduled work period positions shall receive monetary payment as compensation for overtime worked; however, at the employee's request compensatory time off at one and one-half (1-1/2) times the Salary Resolution, overtime shall also include all authorized consecutive hours worked over eight may be granted in lieu of monetary payment. The accumulation of unused compensatory time that exceeds two hundred forty (8) 240) 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 must be paid in cash or cash. (d) If compensation is paid to an employee for accrued as compensatory time, such compensation shall be paid at the 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 accordance with the Fair 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 (CTO) as outlined in the following Compensatory Time Off article contained in this MOU. Should employees of this Unit time off may be scheduled by management 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 work more than seven (7) consecutive work days, commencing on this policy may be approved by the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour 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 Human Resources Office upon written justification of the employee volunteering. To clarify which employees are volunteersextension. (f) For purposes of computing overtime compensation, each current employee holidays or leave with pay during the employee's regular work schedule shall be 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-considered as time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftworked.

Overtime. All employees covered 38.1 Overtime shall arise when, following approval by this MOU shall be paid at the rate of time and one-half (1½) for Boral Recycling to work those overtime worked. In determining whether hours, an employee works outside 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 employee’s base rate of pay (“County” 's ordinary hours as defined in this Agreement. Boral Recycling may require an employee to work reasonable overtime) unless the . 38.2 Where overtime meets the definition of overtime under the provisions of FLSA. In the latter instancepayments are to be made, overtime such payments shall be calculated at the rate of one time and one-a half for the first two (1½2) times hours of overtime worked and double time for each hour of overtime worked thereafter on the basis that each day where overtime is worked stands alone. What this means is that each day is treated independently when applying overtime. 38.3 Where overtime is worked on a Sunday, an employee must be paid at the rate of double time with a minimum payment for four (4) hours' work, such double time to continue until the completion of the overtime worked. 38.4 In computing overtime, the following shall apply: (a) For all employees (including casual employees), overtime payments shall be calculated on the employee’s regular 's minimum base rate of pay (i.e. not including any additional payments such as allowances or loadings) and is only payable for time 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, as defined by provisions . (c) Each day stands alone in calculating overtime. Rest period after overtime 38.5 An employee who works so much overtime between the termination 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 their ordinary work on one day and the Salary Resolution, overtime shall also include all authorized commencement of ordinary work on the next day that they have not had at least ten (10) consecutive hours worked over eight off duty will be released after completion of such overtime until they have had ten (8) 10) consecutive hours in a day and which extend into a new day. This provision shall include hours worked before or at the end off duty without loss of a normal work schedule. Howeverpay for ordinary working time occurring during this absence. 38.6 If, 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 instructions of Boral Recycling, the employee resumes or accrued as Compensatory Time Off continues work without having had ten (CTO10) 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) dayhours off duty, the employee will be compensated paid at two the rate of double time until they are released from duty for such a period. The employee is then entitled to be absent until they have had ten (2) times his/her base hourly rate for each hour worked until such time as two (210) consecutive days hours 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 duty without loss of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind ordinary working time occurring during such waiver in writing prior to their scheduled shiftabsence.

Overtime. All employees covered by this MOU A. Technicians in the bargaining unit shall not be required to perform any work or duty before or after scheduled work hours, without compensating the technicians for all such work or duty. In accordance with existing regulations, such technicians shall be paid granted an amount of compensatory time off from their scheduled tour of duty equal to the amount of time spent by them in irregular or overtime work before or after scheduled work hours. It is further understood that when a technician is required by The Employer to report at a designated location at a specified time, prior or subsequent to regular shift hours, such time shall be considered compensable in accordance with existing regulations. B. Overtime work will be kept to a minimum, consistent with good mission management, as determined by the senior supervisor present at the work location. A technician may be relieved from assigned overtime for a valid reason, provided another technician is available and capable of performing the overtime work. In normal situations, supervisors will notify technicians 72 hours in advance of all overtime assignments. C. Any recall that caused any technician to return to work will be compensated for at the rate of no less than two hours. D. In work areas where overtime has a high experience factor, the immediate supervisor will maintain an overtime roster to ensure that overtime is equally distributed among qualified personnel. This roster will be posted to indicate when and by whom this overtime was worked and will be kept current. If a technician requests excusal from an overtime assignment for reasons other than stated earlier, annual leave, military leave, holiday leave, at the time and one-half (1½) for overtime worked. In determining the supervisor may decide whether or not to assign overtime hours have been workedto the technician at that time, 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) based on the skills of the employee’s base rate of pay (“County” overtime) unless employee and the mission required. If a technician is on approved sick leave, and a decision must be made for the overtime meets work required at that time, and the definition technician would not be available when the work is required to be performed, may not be considered as available for overtime work, but may retain standing on the overtime roster for the next scheduled overtime assignment. E. The Employer agrees that any full-time technician within the bargaining unit, who is regularly (two (2) pay periods or more) required to work on a Sunday as part of overtime under the provisions of FLSA. In the latter instancebasic scheduled workweek, overtime shall be calculated is entitled to pay at the rate of one basic pay plus premium pay. Such premium pay will be at a rate as established by existing regulations for each hour of Sunday work which is not overtime work for each regularly scheduled tour of duty which begins or ends on Sunday. Part-time technicians are not eligible for premium pay. F. Time spent on standby duty or in an on-call status. (1) A technician will be considered on duty, 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) time spent on standby duty shall be made. Consistent considered hours of work for which compensatory time shall be granted, if: a. The technician is restricted to The Employer’s premises, or so close there to that the technician cannot use the time effectively for the technician’s own purpose; or b. The technician, although not restricted to The Employer’s premises, is restricted to private living quarters or designated post of duty with other provisions of this MOU activities substantially limited, and the Salary Resolution, overtime shall also include all authorized consecutive hours worked over eight (8) hours is required to remain in a day state of readiness to perform work. (2) A technician will be considered off-duty, 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 time spent on-call status shall not be included considered hours of work and compensatory time not granted, if: a. The technician is allowed to leave a telephone number or to carry an electronic device for the purpose of being contacted, but not in a state of readiness even though the technician is required to remain within a reasonable call-back radius; or b. The technician is allowed to make arrangements such that any overtime/doublework which may arise during the on-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 call period will be compensated at two performed by another technician. (23) times his/her base hourly rate for each hour worked until If The Employer requires electronic devices, 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 daysbeepers or cellular phones, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall they will be provided by The Employer. If leaving a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the formphone number or occasional callback is sufficient, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftthat is accomplished via normal telephone service provided by technicians.

Overtime. All employees covered by this MOU 20.01 The normal hours of work are established as detailed in Article 19.01. Overtime shall be paid at the rate of time and one-half (1½) for overtime worked. In determining whether or not overtime all hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees worked in excess of those hours specified in Article 19.01. Overtime shall only be worked by authorization of the Employer. a) Overtime shall be divided equally among current permanent employees of the position, including those on temporary assignment, who are willing to perform the available work. If additional overtime is required beyond those permanent employees, it will be divided equally among employees in the department who are willing to perform the available work. In the event no qualified volunteer is forthcoming, the Employer retains the right to require employees to work overtime, subject to forty-eight (8) hours a day or over forty (4048) hours in notice, if known to the Employer, prior to the overtime. Voluntary overtime shall be paid at the overtime rate unless the manager agrees that time off at the overtime rate will be given. Mandatory overtime required by the Employer may either be paid or utilized as time off at the overtime rate, at the employee's choice. b) When mandatory overtime requires the work to be carried out on a work week which statutory holiday or cancelled preapproved vacation time, the time worked will be paid at double time. Cancelled vacation time and one-half (1½) of will be added back to the employee’s base rate vacation bank and time in lieu of the statutory holiday will be scheduled off with pay (“County” overtimeat a time that is mutually agreed to. c) unless the The rights to bank overtime meets the definition of and to accumulate banked overtime under this provision have been agreed to in lieu of the provisions right to overtime pay as established under the Employment Standards Act. 20.03 Overtime shall be calculated and accrued to the nearest half-hour. Periods of FLSA. In the latter instance, fifteen minutes or less shall not be considered as overtime. 20.04 Accumulated overtime shall be calculated utilized by March 31st of the calendar year following the date worked in the previous year. Where such time off cannot be mutually agreed, payment at the overtime 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 . 20.05 Should an employee be called 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) daymandatory overtime related to IT testing, the employee will be compensated shall receive a minimum of three hours pay paid at two (2) times his/her base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftstraight time.

Overtime. All employees covered A regular part-time employee is entitled to receive overtime compensation, in accordance with Article when work has been authorized in advance by this MOU 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 (a) 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 paid at entitled to receive overtime compensation when is authorized in advance by the rate Employer to work in excess of time thirty-seven and one-half (1½37.5) for overtime worked. In determining whether regular hours per week 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 seven and one-half (1½7.5) 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 reimbursed for that day on the basis of the employee’s base rate average number of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, overtime shall be 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 per day 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 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 employee is not required to work, a regular part- time employee shall be reimbursed for each hour that day on the basis of the average number of hours worked until such time as per day over the 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 week period immediately preceding a result of the employee volunteering. To clarify which employees are volunteers, each current designated paid holiday; Work performed on a designated paid holiday: A regular part-time employee shall be provided paid for all hours worked on a form upon which designated paid holiday in accordance with Article of this Collective Agreement; Designated paid holidays referred 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 doublein this Article are those contained in Article A regular part-time pay for employee shall earn vacation leave credits in proportion to the eighth (8th) consecutive day actual number of regular hours worked nor days thereafter. Employees may rescind such waiver per week in writing prior relation to their scheduled shift.a full-time employee in the same classification as specified in Article

Overtime. All (i) 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 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 of his or her intention to refuse it; and Any other relevant matter. (a) Subject to paragraph (b) hereof, all time worked by employees covered by this MOU (other than casual employees) in excess of the rostered daily ordinary hours of work shall be overtime and shall be paid for at the following rates: Time and one-half for the first two hours and double time 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 rate of time and one-half (1½) 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 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 calculated at the rate of one and one-half (1½) times the employee’s regular ordinary rate of pay. (iii) An employee recalled to 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 such time shall be counted as time worked. (v) In lieu of receiving payment for overtime in accordance with this clause, as defined employees may be compensated by provisions accruing their time. This is called time in lieu of the FLSA overtime. (“FLSA” overtime). Should the calculated “FLSA” overtime vi) Time accrued under these arrangements shall all be greater than the calculated “County” overtimeat ordinary time, i.e., an adjusting entry hour for an hour. (earn code 90-FLSA OTvii) shall 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. 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 ix) An employee cannot 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 accrue more than seven thirty-eight hours of time off in lieu of overtime. (7x) consecutive work days, commencing on the eighth (8th) dayOn termination, the employee will be compensated paid out any untaken time off in lieu of overtime, at two (2) times his/her base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth (8th) day applicable 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftrates.

Overtime. All 1. Except as provided in Section C.2., “Work Schedule”, of this Appendix, employees covered by this MOU Agreement scheduled and authorized to work overtime, beyond 40 hours actually worked per week, will receive one and one half (1 ½) times their regular hourly rate for all such overtime hours. 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 paid at the employee’s hourly rate at the time the overtime was worked. 4. Employees shall be permitted to utilize compensatory time with the prior approval of their immediate supervisor, provided, it will not unduly disrupt the operations of the department. 5. Employees may request to be paid for unused compensatory time and the employer shall, within thirty (30) days of such request, pay the employees for unused compensatory time. 6. Full-time employees in the classifications of Referee, Referee/Attorney and Research Attorney determined to be non-exempt from the provisions of the Fair Labor Standards Act (FLSA) shall be eligible for compensation for overtime worked as provided by the FLSA. Full-time employees in the classifications of Referee, 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 made to eligible employees at the rate of time and one-half (1½1 ½) 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 per week. Compensation as used in a work week which will be paid at this policy shall mean either cash payment or compensatory time. The Employer has the right to offer overtime compensation either in the form of cash payment or compensatory time. An employee who has accrued compensatory time and one-half (1½) requests use of same, shall be permitted to use such time off within a reasonable period after making the request, if such use does not unduly disrupt the operations of the employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSAdepartment. In the latter instanceCompensatory time earned, overtime taken or paid shall be 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 recorded 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 County’s payroll system on the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftperiod basis.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) 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 per day or over in excess of ten (10) hours per day for those working four-tens (4-10's) or forty (40) hours in a work per week which will 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 paid at (2) 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 (1½) for the hours spent in training, regardless of which day of the employee’s base rate workweek on which the training occurs. Voluntary overtime, for work outside of pay normal shift, with advance notification of not less than five (“County” overtime5) unless the overtime meets the definition of overtime under the provisions of FLSA. In the latter instancedays, overtime shall be calculated paid at the rate of one and one-half (1½1-½) times the employee’s regular rate of paypay for hours worked, as defined by provisions regardless of which day of the FLSA (“FLSA” overtime)workweek the voluntary overtime occurs. Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) Overtime shall be madepaid for all work performed outside the regularly scheduled shift. Consistent with other provisions 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 this MOU time will be considered as thirty (30) minutes and the Salary Resolution, paid accordingly. The employee may elect to receive compensatory time off in lieu of overtime pay. All overtime shall also include all authorized consecutive be multiplied by the appropriate rate for that overtime day, or that overtime work, to determine the number of compensatory hours worked over eight granted. Compensatory time provisions will apply in accordance with current law. An employee may accumulate a maximum of two hundred forty (8) hours in a day and 240) compensatory hours, 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 will 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 treated in the following same manner as annual leave. There shall be two types of compensatory time off: (1) 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 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 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 volunteeringsubject to the Municipality’s reasonable operating needs. To clarify which employees are volunteersThe 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, each current employee shall be provided a form upon “reasonable period” of time in which to waive eighth (8threquest 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) day overtime eligibilityof the FLSA. Employees An employee’s compensatory time off must be exhausted before the employee 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftuse paid leave.

Overtime. 10.01 All employees covered by this MOU overtime work shall be paid voluntary, except in case of emergency or other unforeseen circumstances. 10.02 As indicated above, from time to time the 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 worked by each Employee per week over and above any overtime authorized above; however, any such overtime will be determined by the Board in consultation with Management and the Employee. The Board may direct, within reason and subject to the terms of the Employment Standards Act, 2000 that an unlimited number of hours of overtime be worked in the 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 significantly prejudiced or harmed. 10.03 Overtime will generally be compensated with 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 who has been called back to work after completing her/his scheduled hours of work for the day and after leaving the Co- op's premises, shall be guaranteed a minimum of four (4) hours' pay at her/his straight time hourly rate or the overtime rate of time and one-half (1½1%) for overtime worked. the hours worked whichever is greater. (b) In determining whether an emergency situation the Co- op or not overtime hours have been workedits agent, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess lieu of eight (8) hours a day calling an employee back to work, may contact the Employee to obtain information regarding the operation and/or repair of equipment or over forty (40) hours in a work week which will be paid at time and one-half (1½) the operational requirements of the employee’s base Co-op, in which case the employee shall be entitled to compensation equivalent to one (1) hour's pay at the straight-time rate or the straight time 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 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftduration of each call whichever is greater.

Overtime. All regular full-time employees covered by this MOU agreement shall be paid compensated for overtime in accordance with the following provisions: A. Work beyond the assigned work period 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. All eligible employees shall be entitled to overtime compensation at the a rate of time and one-and-one-half (1½1-1/2) 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 times each hour worked in excess of eight (8) hours a day or over forty (40) hours in a seven (7) day work week which period. C. Overtime will be computed on actual minutes worked, adjusted to the nearest increment of six (6) minutes. Only those hours actually worked, vacation or 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. D. 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 time-and-one-half (1½) half). The department head may, upon the request of an employee and with the concurrence of the employee’s base rate Personnel Director, extend the limit on accumulated compensatory time off in excess of pay sixty (“County” overtime60) unless the overtime meets the definition of overtime under the provisions of FLSAhours. In the latter instance, overtime shall be calculated Non-exempt employees (see Attachment A for non-exempt designations) may accumulate additional hours up to two hundred forty (240) hours (one hundred sixty [160] hours at the rate of one and time-and- one-half (1½) times the employee’s regular rate of pay, as defined by provisions half). Hours accumulated in excess 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) maximum accruals 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 at the appropriate overtime rate. E. 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 as Compensatory Time Off leave. F. 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. G. Unless otherwise provided, the workweek on which overtime calculations will be based shall begin each Sunday at midnight (CTO12:01 AM) as outlined and each workday shall be begin daily at midnight (12:01 AM). H. Effective with the pay period beginning on October 29, 2006, all employees in the following Compensatory Time Off article contained in classification of Information Technology Supervisor covered under this MOUagreement are salaried employees and exempt from the overtime provisions of the Fair Labor Standards Act (FLSA). Should For payroll purposes, such employees are compensated on a biweekly salary basis, and need not submit documented time reports. The provisions of this Unit be scheduled by management to work more than seven (7) consecutive work days, commencing on such salaried status are as follows: For the eighth (8th) dayperformance of prescribed duties, the employee receives a salary and is expected to work the necessary hours required to fulfill the responsibilities of the position; for absences of one full workday or more, an employee will be compensated at two (2) times his/her base hourly rate for each hour worked until submit an exception document which deducts such time as two (2) consecutive days from the employee=s applicable leave accruals; subject to approval by the department head, reasonable time off are receivedof amounts of less than one full workday is authorized for personal use during normal work hours, without loss of salary. 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 the employee volunteering. To clarify which Salaried employees are volunteers, each current employee shall be 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 receive compensation for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftcall back assignments.

Overtime. All employees covered by this MOU shall time worked other than the normal day and week outlined in Article will be paid at the rate of time and one-half (1½) for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours (actual hours worked) shall applyconsidered overtime. 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 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 calculated at the rate of one and one-half (1½1%) 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 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 during the season which is generally the winter months. The time off periods shall be as mutually agreed between the employee and the appropriate Manager or designate. No accumulation of overtime hours shall be carried beyond May of any year. because of work load or project scheduling requirements, the Department 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 regular 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, 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 defined by provisions worked (i.e. basis). An employee with the approval of the FLSA appropriate Manager or designate may elect to use accumulated time off in lieu of overtime to maintain the wage of a 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 payment for overtime worked, to a maximum of ten (“FLSA” overtime)1 O) working days. Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) No payment shall be mademade 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. Consistent The accumulated overtime hours shall be taken as time off with other provisions of this MOU pay as mutually agreed between the employee and the Salary Resolutionappropriate Manager or designate, No accumulation of overtime hours shall also include all authorized consecutive be carried beyond six (6) months. If, because of work load or scheduling requirements, the Department is unable to permit an employee to take sufficient time off to equal the accumulated overtime hours, payment for any accumulation of overtime hours worked over eight remaining to an employee’s credit past the six (8) hours in a day 6) months will be paid as soon as possible and which extend into a new day. This provision shall include hours worked before or will be at the end rate of a normal work schedulepay in effect during which the hours were worked. However, overtime paid in this setting shall not Any hours used for time off will 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 considered to have been taken off 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 same sequence as worked (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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shifti.e. basis).

Overtime. A. All employees covered overtime worked must be authorized in advance by this MOU the Director. 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, and shall be paid for at the rate of time one and one-half (1½1-1/2) times the employee’s regular rate of pay. 1. The definition of “hours worked” for overtime worked. In determining whether or not overtime regular full-time employees assigned to the rotating work schedule as described in Section 25, Subsection C includes regular hours have been worked, only productive work hours (actual training hours worked) shall apply, annual leave taken, compensatory time taken, and Holiday leave taken once the employee has worked 150 service hours. Overtime is authorized “Hours worked” will not include sick leave taken. 2. Regular full-time employees assigned to a rotating work performed by employees in excess of eight (8) hours a day or over schedule that occasionally produces less than forty (40) hours in a work week which will be paid 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 (1½) of their scheduled work day and the employee has obtained the approval of the employee’s base rate Director. 2. Exempt Employees may be assigned to a flex schedule normally consisting of approximately 80 hours per bi-weekly pay (“County” overtime) period; however, emphasis is placed on meeting the responsibilities assigned to the position rather than on working specific daily schedules unless required by the overtime meets 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 definition purpose of overtime under the provisions computing compensation, fractional parts of FLSA. In the latter instance, overtime an hour shall be calculated 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 one and one1-half 1/2 hours off for each hour of overtime earned) in lieu of overtime pay if the compensatory time is taken off within ninety (1½90) times the employee’s regular rate days of pay, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtimewhen it is earned; Provided, 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 employee cannot 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 accrue more than seven sixty (760) consecutive work dayshours of compensatory time. The employee shall notify the Director, commencing on the eighth (8th) day, the employee will be compensated at two (2) times of his/her base hourly rate for each hour worked until such decision to take compensatory time as two (2) consecutive days off are receivedor paid compensation at the overtime rate, when advised of his/her overtime duty. This payment shall only apply when Compensatory time may be used by the employee has been scheduled by management and ordered to work more than seven (7) consecutive work dayswithin a reasonable period of time after the employee makes a request, and so long as such use does not apply when unduly disrupt the work is 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 may choose to 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 qualified employee from the shift prior to, 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 volunteeringshall receive a minimum of ten (10) hours off duty between the time last worked and the shift to be covered. To clarify which employees are volunteersAfter six (6) months, each current employee and again after twelve (12) months following ratification of this Agreement, the labor- management committee shall review any operational impacts regarding the above requirement that there be provided ten (10) hours off duty between shifts. If there is evidence of a form upon which substantial operational problem(s), the Employer may reduce the amount of time between shifts back to waive eighth eight (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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift8) hours.

Overtime. 🗹 Full-Time 🗹 Part-Time 🗹 Casual a. All employees covered overtime must be agreed to by this MOU shall the Employer prior to such overtime being worked. b. Subject to clause F9 (c) all hours worked by Employees outside the ordinary hours will be paid at the their basic periodic rate of pay at: • time and one-half (1½150%) for the first two hours and then double time (200%); • double time (200%) for all overtime worked. In determining whether worked on Sunday; 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 • double time and one-half (1½250%) of for all overtime worked on Public Holidays. c. Employees will be entitled to overtime where 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 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 total hours worked over eight (8) exceeds 76 hours in a day fortnight or 152 hours per four week period, in accordance with their roster cycle. d. All Employees will be entitled to overtime for any shift in excess of 10 hours or where more than 10 shifts are worked in a fortnight or more than 20 shifts are worked per four week period, in accordance with their roster cycle. e. Full-Time and which extend into a new day. This provision shall include hours worked before or at the end of a normal work schedule. However, Part-Time Employees will be entitled to 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 when required to work more than seven (7) 7 consecutive work days, commencing on unless at the eighth (8th) dayrequest of the Employee and agreed in writing as per clause F2c. f. Casual Employees who receive payment for overtime are not entitled to the payment of casual loading. g. If an Employee agrees to work without an appropriate break as set out in clause F4, the employee they will be compensated paid overtime rates as set out above. h. Employees who are recalled to work overtime after leaving the Employer's place of work must be paid: • a minimum of four hours at two the applicable overtime rate (2) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are receivedand Employees will not be required to work the full four hours if work is completed earlier, except in unforseen circumstances); and • the lesser of the actual travel expenses incurred to return to work or the allowance set out in Item 5 of Schedule Four where the Employee elects to use the Employee's own vehicle. 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 to Employees working broken shifts (clause F7). i. For the work purposes of assessing overtime: • each day stands alone; however • where overtime worked is continuous and extends beyond midnight, all overtime hours will be considered as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftone day.

Overtime. A. All employees covered by hours worked over 40 in a continuous seven-day period as specified in Section 5 of this MOU shall Agreement will be paid compensated at 1-1/2 times the hourly rate of time and one-half (1½) in effect for overtime workedeach classification. In determining whether or not overtime All hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees worked in excess of eight (8) hours per day shall be compensated 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 day or over forty (40) hours shift employee is scheduled to work a shift schedule with six days in a work week which 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. No overtime credit will be allowed for travel time and one-half (1½) 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 direction of management for unscheduled overtime which precedes the employee’s base rate regular starting time. Employees working such unscheduled overtime shall receive one hour of pay (“County” overtime) unless travel time to the overtime meets the definition of overtime under the provisions of FLSA. In the latter instanceassignment, overtime shall be calculated at the rate of one and one-half (1½) times the employee’s regular rate hourly rate. C. If an employee is called to report for work at an unscheduled time at the direction 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 management and which extend into a new day. This provision requires an extra trip, he/she 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) the rate of 1- 1/2 times his/her base the hourly rate for each hour worked until with a minimum of four (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, 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 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 time as 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) consecutive days 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 are receivedshall be scheduled with the approval of the supervisor. This payment 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 order to meet this requirement. The maximum accrual for compensatory time is 240 hours. The option of choosing 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 only apply when consult the employee has been assigned ▇▇▇▇▇▇▇ or Foremen to determine the Sewer Control crew size(s) required to perform any scheduled by management and ordered or non-scheduled overtime work, including overtime that occurs as the extension of the workday. Management may choose to work more than seven with a smaller or larger crew size based on the ▇▇▇▇▇▇▇’▇ or ▇▇▇▇▇▇▇’s recommendation(s) for work safety, but the final decision remains with Management if there is a disagreement. It shall be 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 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) consecutive work days. Holidays, for each hour traveled and time 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 Section 19 of this Agreement and does not apply when diminish in any way the work is as a result rights of the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete District as stated elsewhere in the form, thereby indicating waiver or discard it. Employees who return the form shall not be entitled to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftAgreement regarding overtime.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one1. Employees who are non-half (1½) 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 employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime exempt under the provisions of FLSA. In the latter instance, overtime FLSA shall be calculated at the rate of receive one and one-half (1½1.5) times the employee’s their regular hourly rate for all hours actually worked in excess of payforty (40) hours per work week. 2. Employees who are non-exempt under FLSA, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtimewho work part-time schedules, 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 compensated at straight time rates for hours worked over eight their normal scheduled hours on any workday, and shall receive one and one-half (8) 1.5) times their regular hourly rate for all hours over 40 hours in a day 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 which extend into a new dayone-half compensatory time basis in lieu of cash overtime. This provision 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 include receive an additional one thousand ($1000.00) 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 before or at the end of a normal work schedule. However, overtime paid in this setting which shall not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new day. Overtime may be paid compensable in cash or accrued as Compensatory Time Off (CTO) as outlined in eligible for payout upon separation. With the following Compensatory Time Off article contained in this MOUpermission 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. Should employees of this Unit be scheduled by management The State’s Attorney must send written notice to work more than seven (7) consecutive work days, commencing the Executive Director on the eighth (8th) dayform 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 employee will be compensated at two (2) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are receivedDepartment. This payment shall only apply when time off may not be carried over beyond the employee has been scheduled by management and ordered to work more than seven (7) consecutive work dayssecond pay period after which it was authorized, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 compensable in cash or eligible for payout upon separation. 6. Victim Advocates who complete at least two entirely voluntary webinars or equivalent professional development trainings per quarter, approved in advance by the eighth Department, shall receive a quarterly stipend in the amount of one hundred (8th$100) consecutive day worked nor days thereafter. Employees may rescind dollars, payable in the last payroll cycle of each such waiver in writing prior to their scheduled shiftquarter.

Overtime. All employees Employees shall be compensated at a rate of one and one half ( 1 1/2) for all work authorized by an appropriate supervisor such as the 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 MOU agreement shall be paid at the rate of time and one-half (1½) 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 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 calculated compensated at the rate of one and one-half (1½1 1/2) times the employee’s their regular straight time hourly rate of paypay for all time, as defined authorized by provisions an appropriate supervisor, in excess 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 or forty (40) hours in a week while working a five (5) day work week Monday through Friday. One and which extend into 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 new daydaily or weekly basis. This provision Holidays that are observed during the normal work week shall include 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 bottom of the list. The list shall be 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 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 before 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 normal work schedulerapid response. However, overtime paid in this setting Overtime resulting from emergency incidents shall be offered on the basis of rotating seniority. The Employer shall not be included in any overtime/double-time overtime computation for regularly assigned required to notify employees who are not at 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 due to work more than seven (7) consecutive work daysillness, commencing on the eighth (8th) injury, vacation, holiday, personal day, the employee will be compensated at two (2compensatory time off or regularly scheduled day(s) times his/her base hourly rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftavailability of overtime.

Overtime. All employees covered by this MOU Overtime shall be paid at the rate of time and one-half (1½) 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 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 calculated at the rate of one and one-half (1½I 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 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) pay shall be made. Consistent with other provisions of this MOU and the Salary Resolution, overtime shall also include paid for all authorized consecutive hours worked over on the employee‘s second and consecutive subsequent days off. This does not apply to Saturdays during the months of July and August but includes general holidays, which fall on a Monday. Compensation for overtime worked may be taken in 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 management. 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 a day and which extend into a new dayschools with two or more full-time caretaking staff shall mutually agree on overtime duty. This provision shall include hours worked before If they cannot agree, or at if the end of a normal work schedule. HoweverFacility Operators have private engagements occurring during the overtime period, overtime paid in this setting 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 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 wish to work more than seven (7) consecutive work days, commencing on the eighth (8th) day, the employee will be compensated at prior agreed to overtime period within two (2) times his/her base hourly rate for each hour worked until such time as working days before the assignment was to begin. To facilitate this process, the employee shall have access to the volunteer "overtime list". Requested changes made prior to the two (2) consecutive working days off before the overtime was to begin shall continue to be the responsibility of Management. Overtime shall be distributed as equitably as possible. When, by reason of an emergency, an employee is called from home to work overtime of two (2) hours or less, the employee 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 receivedassigned 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 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 payment Return to Work Certificate shall only apply when verify that the employee has been scheduled 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 management and ordered the Extended Disability Plan, sick days accrued to work more than seven (7) consecutive work days, and does not apply when December be those paid in accordance with Clause Employees shall be eligible to receive sick leave provided that the work is as a result illness of the employee volunteering. To clarify which employees are volunteersnecessitates the absence of the employee is attested to, each current employee shall be provided in writing, by a form upon which to waive eighth (8thqualified medical practitioner a registered physician, dentist or chiropractor) 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 the eighth period of the employee’s absence. The Board may not require the attestation in the 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 (8th5) consecutive day worked nor working days thereafteror less, A Calgary Board Education Certificate of Illness completed by a qualified medical or dental practitioner is required by the Board for sick leave, where the absence is for a period in excess of five (5) working days. Employees may rescind such waiver in writing prior to their scheduled shift.The information required on the completed Certificate of Illness shall include:

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) 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 day thereafter of overtime assigned. - Non-shift employees covered 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 be paid for training. (B) 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 work day or 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 this MOU 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 rate of 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 one-half (1½) for overtime lateness shall not be considered as hours worked. In determining whether Hours worked on a Company recognized holiday shall be paid in accordance with this Article, in addition to the holiday received. 17.7 All overtime must be authorized by the employee’s supervisor or not management prior to working overtime hours have been worked, only productive work 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 employee is working overtime and is prevented from observing the normal meal practice. The meal or reimbursement is due every 5 hours during an overtime period except when the overtime is prearranged for a non-workday where the employee will provide the first meal (actual typically lunch). The first meal is due 5 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) following the end 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 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 lunch period or at ¼ hour past the end of a normal work schedule12-hour shift. HoweverTime to consume such meal shall be considered as time worked, overtime paid and in this setting no event shall not be included in any overtime/double-time overtime computation for regularly assigned work hours on exceed one- half hour. In the new day. Overtime may be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in event 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 employee foregoes the eighth (8th) daymeal, the employee will be compensated reimbursed $13.00 and one-half hour pay at two (2) times his/her base hourly the overtime rate for each hour 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftmissed meal.

Overtime. All employees covered by this MOU The Employer shall be paid at the rate of pay time and one-half (1½) 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 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 calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, as defined by provisions calculated to the nearest minutes worked, for all time in excess of seven and half hours in any one day, if such additional time is worked after the FLSA (“FLSA” overtime)employee’s scheduled finishing time. Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90Time and one-FLSA OT) half employee’s regular straight time rate shall be made. Consistent with other provisions of this MOU and the Salary Resolution, overtime shall also include paid for all authorized consecutive hours worked over eight (8) in excess of 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 which extend into a new day. This provision shall include one-half hours worked before for 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 required to work two hours or more overtime in any day in addition to his or her regular seven and one-half hour shift shall be supplied with a 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 If an employee is temporarily assigned to work in another classification for a period in excess of one hour, he shall be paid for such time worked from the commencement of such work at the end highest rate in the classification. If such highest rate shall be less than the employee’s 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 worked to a maximum of seven and one-half hours per day commencing with the hour. An employee required to perform some of the management functions of a normal work schedule. However, overtime paid in this setting shall not be included in any overtime/doubleSupervisor or Non-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 daysUnion employees, commencing on the eighth (8th) dayday 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 Standard Time or vice-versa in any year, employees will be paid for all hours worked at regular pay when the changeover occurs. The Union acknowledges that nothing in 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 employee will be compensated at two (2) times his/her base hourly rate for each hour worked until such parties that effective March the minimum length of 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift3 hours.

Overtime. All employees covered by this MOU 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 such overtime in the following manner: 9.4.1 An employee who is required to work overtime in excess of the employee's normal working hours (as set out in Clause 8.1 hereof) shall be paid at the rate of time and one-half (1½) 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 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 calculated at the rate of one and one-half (1½) times the hourly rate of the employee computed on the basis of the normal working hours. All overtime worked by an employee in excess of four (4) hours in any normal work week shall be paid at double the hourly rate of the employee computed as aforesaid. 9.4.2 An employee who works on the first scheduled rest day immediately following the employee’s 's normal work week shall be 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 the remainder of the time worked on that day, unless the employee has worked the normal work week at the regular rate of paypay plus overtim e in that week, as defined by provisions of in which event the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) employee shall be madepaid in accordance with Clause 9. 4.1. Consistent with other Notwithstanding the foregoing provisions of this MOU and Clause 9.4.2, an employee shall be paid double the Salary Resolution, hourly rate of pay for all time worked on the first scheduled rest day after twelve o'clock noon of that day. An employee who works on the second scheduled rest day following the normal work week shall be paid double the hourly rate of pay for all work performed on that day. 9.4.3 An employee who is to receive compensating time off in lieu of being paid overtime shall also include all authorized consecutive be given compensating time off equivalent to the number of hours for which the employee would have been paid for the overtim e so worked over eight (8) hours such overtime shall be calculated in a day and which extend into a new daythe manner set forth in Clause 9.4.1). This provision shall include hours worked before or at the end of a normal work schedule. HoweverProvided, overtime paid in this setting shall not be included in any overtime/double-time overtime computation for regularly assigned work hours however, that on the new day. Overtime may 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 and including May 31st of the same year (for which the employee has not been compensated) shall be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in for such overtime at the following Compensatory Time Off article contained in this MOUrate at which it was earned. Should employees of this Unit be scheduled by management to work more than seven (7) consecutive work days, commencing on An employee shall not take any compensating time off without first receiving the eighth (8th) day, the employee will be compensated at two (2) times his/her base hourly rate for each hour 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 agreement of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftsupervisor.

Overtime. All employees A. Employees covered by this MOU Agreement will be compensated for overtime based on hours worked in excess of a tour of duty as provided under Section 7(K) of 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 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 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 (1½) and will be taken or paid for overtime worked. In determining whether or not overtime hours have been workedas determined under section B. B. Except in emergency situations, only productive work hours (actual hours worked) shall apply. Overtime is authorized all work performed by employees in excess of eight the specified tour of duty must be authorized in advance by the supervisor. Emergency overtime work must be reported to the supervisor within two (8) hours a day or over forty (40) hours in a work week which will be paid at time and one-half (1½2) of the employee’s base rate work days of pay (“County” overtime) unless the its occurrence. An employee who works overtime meets the definition in excess of his/her tour of duty shall be granted compensatory time off in lieu of overtime under the provisions of FLSA. In the latter instancepay, overtime shall be calculated at the rate of one and one-half (1½) times the employee’s regular rate of pay, option and with supervisory approval. Compensatory time shall be taken as defined by provisions scheduling permits and with the approval of the FLSA (“FLSA” overtime)supervisor. Should Nothing in this article will be construed to modify the calculated “FLSA” overtime be greater than the calculated “County” overtimebasic workweek schedule, 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 employee’s obligation to account 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 worked until such time as two (2) consecutive days off are received. This payment shall only apply when time, or 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 role of the employee volunteering. To clarify which employees are volunteers, each current employee shall be provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete the form, thereby indicating waiver supervisor in approving work outside an employee’s basic daily or discard it. Employees who return the form shall not be entitled to double-time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftweekly work schedule.

Overtime. All employees covered by this MOU Overtime shall be paid at the rate of time one and one-half (1½1 1/2) times the employee's regular hourly rate. Battalion Chiefs are considered “exempt” and shall not be paid overtime or for overtime workedhours outside their normally scheduled hours of work except as expressly provided herein. In determining whether 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 not overtime hours have been worked, only productive work hours 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 (actual hours workedHazMat) shall applydeployment. Overtime is authorized work performed by employees in excess of eight (8) hours Compensation at a day or over forty (40) hours in a work week which straight time hourly rate will be paid at time and one-half (1½) for hours deployed during normally scheduled hours of the employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under the provisions of FLSAwork. In the latter instance, overtime The employee shall be calculated compensated at the a rate of one and one-half (1½) times the employee’s regular 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 pay, as defined by provisions one and one-half times (1½) their hourly rate for time worked outside of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime their regularly scheduled work hours. C. Duty Officer standby will be greater than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) shall be made. Consistent compensated 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-compensatory 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 each seven (7) consecutive day assignment, will carry a paging device and be able to respond within 15 minutes of the initial callout. D. Any pre-approved work daysfunctions beyond the employee’s regular day-to-day duties will be compensated with hour-for-hour compensatory time to the nearest ¼ hour. For example, commencing on meetings, projects, training, emergency call-outs, etc. E. Any employee called back to work for operational shift work, outside the eighth (8th) daynormal work schedule, the employee will be compensated at two the 56-hour base rate at current top step (2Step 5) at 1½ times his/her base hourly rate for each all hours worked. Compensatory time may not exceed 80 hours for a 40-hour worked until such week employee and 112 hours for a 56-hour employee. No compensatory time as two (2) consecutive days off are received. This payment shall only apply when the can be earned beyond these limits in applying subsections C and D. In no case is an employee has been scheduled by management and ordered permitted to work more than seven (7) consecutive work days, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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-convert compensatory time pay for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver authorized in writing prior to their scheduled shiftthis subsection into cash payment.

Overtime. All employees covered by this MOU shall be paid at the rate of time Section 5.1 One and one-half (1½1-1/2) times the regular rate shall be paid for overtime worked. In determining whether or not overtime all hours have been worked, only productive work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees worked in excess of eight (8) hours a in any day or over forty (40) hours in any week. There shall be no pyramiding or duplication of overtime and other premium pay. Section 5.2 Overtime, if any, shall be offered to qualified employees who normally perform the work at the location where the overtime work is to be performed. The opportunity to work overtime shall be rotated. In the event an overtime assignment is cancelled, the employee(s) scheduled to work it will be offered the next posted and un-awarded overtime assignment in his/her area, so long as the employee is qualified to fill the assignment. An employee who refuses an overtime assignment shall be charged as if he/she had accepted the overtime. If an insufficient number of employees accept an overtime assignment, a sufficient number of employees shall be assigned, beginning with the least senior employee(s). Section 5.3 Any employee assigned work on his/her scheduled day off shall be paid time and one-half (1-1/2) for all hours so worked regardless of the number of hours he/she worked during his/her scheduled workweek; an employee shall not be considered to have been assigned work on his/her scheduled day off if he/she had the ability to decline to work on that day. For each Workgroup a written overtime policy shall be posted. The Union shall be notified of any changes to the posted overtime policy. Section 5.4 Employees called back to work to perform overtime shall be guaranteed pay for at least four (4) hours worked on such assignment, at the overtime rate of pay. This shall not be construed as a guarantee of the amount of overtime pay when called out before or retained after the scheduled workday, provided the regular and overtime hours are continuous. Employees may not be required to work when they are on vacation or taking a personal day. The following a. Overtime which occurs as a continuation of an employee’s shift before s/he has punched out for the day, and b. Overtime which is pre-scheduled and posted for bid in accordance with this Agreement. Section 5.5 Holidays shall be credited as time worked for the purpose of computing overtime. Section 5.6 Any employee who performs work on the sixth (6th) consecutive workday, and who has actually worked the previous five (5) days, shall be paid time and one-half (1-1/2) for all hours worked on the sixth (6th) day. Any employee who performs work on the seventh (7th) consecutive workday, and who has actually worked the previous six (6) days, shall be paid double time (2) for all hours worked on the seventh (7th) day. The workday shall be defined as the twenty-four hour period beginning at 12:01 a.m. for all employees other than those whose shift begins at 10:00 p.m. or later, whose workday shall be considered to be the following day, and who shall be paid double time for those hours worked on a seventh consecutive workday. An employee who works a sixth (6th) consecutive day as the result of a bid job, where the new assignment consists of different workdays, shall not be entitled to time and one-half for the sixth (6th) consecutive day. Should the employee work more than forty (40) hours in a work week which will be paid at time and one-half (1½) workweek as defined by the Labor Agreement as the result of the employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime under a job bid where workdays are different, the provisions of FLSA. In the latter instance, overtime Fair Labor Standards Act shall be 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 dayapply. This provision shall include hours worked before or at the end of a normal work schedule. However, overtime paid in this setting section shall not be included in any overtimeapply if an employee calls off during the work week leading up to a 6th or 7th consecutive day of work. Section 5.7 An employee may not “call-off” for his/double-time her next regularly scheduled shift immediately following a voluntary 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 shift more than seven twice within a rolling twelve (712) consecutive work days, commencing on month period from the eighth (8th) daylast incident. Otherwise, the employee will may be compensated at two (2) times his/her base hourly rate for each hour 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 subject to work more than seven (7) consecutive work days, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftdisciplinary action.

Overtime. The Company has the right to provide and require overtime work, and employees will be expected to perform such work as directed unless excused by their supervisor. The Company will attempt to give advance notice to employees designated to overtime. The Company will distribute overtime on an equitable basis and will post a monthly summary of overtime hours worked on the bulletin board. Overtime will be recorded on a per annum basis with effect from January 1st of each year. Dependent upon requirements and qualifications, overtime will be offered to employees in the following order: Full-time or Part-time on shift. Full-time or Part-time off duty having regard to next shift. All employees covered by this MOU shall be paid at the rate of time and one-half (1½) compensated for overtime worked. In determining whether or not all authorized overtime hours have been worked, worked at one and one half times (1 times their regular hourly rate. i.e. only productive work for hours (actual hours worked) shall apply. Overtime is authorized work performed by employees worked in excess of eight (8) hours a per day or over hours in excess of forty (4040 per week) or in the case of part time employees thirty two (32) hours in a work week which per week. In the event of full-time employees working an irregular shift i.e.. such payment will be for all hours in excess of their scheduled workday or for work on scheduled days off. Hours worked as a result of shift trades are not subject to any overtime provisions. An employee who has completed his regular shift and has clocked out, and is then recalled to work extra time, shall receive a minimum of four (4) hours paid at time the appropriate overtime rate. This does not apply to overtime worked prior to commencement of a scheduled and continuing to the commencement of that shift. Overtime will only be paid in accordance with Article An employee working overtime prior to or following his regular shift in excess of two hours shall be allowed a thirty (30) minute paid meal break to be assigned so that employee will not work more than five 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 FLSA5 hours at one stretch. In the latter instance, overtime There shall be calculated at the rate a minimum of one three and one-half (1½3 hours between breaks. For the purpose of calculating overtime, a day shall be reckoned from the start of one shift through the start of the next shift, during which all hours worked will be calculated in accordance with the Article When the next shift does not fall on the following day, that day being a rest day, then the rest day shall be calculated twenty-four (24) times hours from the employee’s start of the previous shift. An employee who has indicated his availability for overtime in the "binder" and is by-passed by the Company for any reason during requests for overtime shall be compensated for the length of the overtime shift bypassed at his regular rate of payWhen an employee is called into work overtime to replace another employee on a shift, the employee called in will receive the appropriate overtime rate for the hours worked. Should for any reason, the shift be less than four (4) hours the employee will receive the minimum recall of four (4) hours according to Article The following Statutory Holidays shall be observed: New Year's Day Thanksgiving Day Good Friday Remembrance Day Victoria Day Christmas Day Canada Day Boxing Day Labour Day An employee who works on a statutory holiday may elect to receive a day off in lieu pursuant to the following procedure. At no time may the total number of employees absent due to vacation and lieu days exceed a ratio of per occupational group. The lieu day shall be approved as defined by provisions follows: The day off ▇▇▇▇ be granted at the company discretion subject to operational requirements and the ability of the FLSA (“FLSA” overtime)company to cover the shift at straight time. Should Lieu day requests will be granted on a first-come, first-served basis. In the calculated “FLSA” overtime be greater than event there are several requests submitted on the calculated “County” overtimesame date for a particular "lieu day", an adjusting entry (earn code 90-FLSA OT) seniority shall be madethe deciding factor. Consistent with other provisions of this MOU No time will be granted between December to January inclusive and there will be no carry over to the Salary Resolution, overtime shall also include all authorized consecutive hours worked over eight (8) hours in a next year however any day requested by an employee and which extend into a new day. This provision shall include hours worked before or not granted by the company will be paid at the end of a normal work schedulethe calendar year. However, overtime paid in this setting shall It is understood the employee is not be included in any overtime/double-time overtime computation for regularly assigned work hours on limited to one request if the new dayday is denied. Overtime may Wages will be paid in cash or accrued as Compensatory Time Off (CTO) as outlined in for a Statutory Holiday to an employee absent from work under 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 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shift.following:

Overtime. All As compensation for overtime worked, as hereinafter defined, employees covered by this MOU Agreement shall be paid at the rate of time and one-half (1½) 1 for overtime worked. In determining whether or not overtime hours have been worked, only productive work hours the first two (actual hours worked) shall apply. Overtime is authorized work performed by employees in excess of eight (8) hours a day or over forty (402) hours in of overtime worked on a work week which will 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 (1½2) thereafter. It is recognized that the proper heating of buildings during severe weather is the responsibility of the employee’s 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 rate, or for the number of pay 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 (“County” overtime4) unless 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 meets the definition of rate and receive such payment on their regular pay cheque, which is received such overtime under the provisions of FLSAhas been reported. In the latter instance, Payment for overtime shall be calculated at the rate of 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 (1½1 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 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) times 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 rates 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, as defined by the provisions of the FLSA (“FLSA” overtime)Appendix A shall apply. Should the calculated “FLSA” overtime be greater A part-time employee working less than the calculated “County” overtime, an adjusting entry (earn code 90-FLSA OT) regular working hours per day or week shall be made. Consistent with other provisions of this MOU and the Salary Resolution, paid at overtime shall also include all authorized consecutive rates for hours worked over eight (8) hours in a day and which extend into a new daybeyond the individual employee’s regular or normal working hours. This provision shall include hours worked before clause does not apply to Teacher Assistants, who, when requested to participate in either curricular or at the end of a normal work schedule. However, overtime paid in this setting shall not be included in any overtime/doubleextra-time overtime computation for regularly assigned work hours on the new day. Overtime may curricular activities will 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 at straight time for seven (7) consecutive work days, commencing on the eighth (8th) day, the employee will be compensated hours and bank any additional hours at two (2) times his/her base hourly rate for each hour worked until such straight 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 a maximum of an additional seven (7) consecutive work days, and does not apply when the work is as a result of the employee volunteeringhours per day. To clarify which employees are volunteers, each current An employee shall be provided a form upon which to waive eighth (8th) day overtime eligibility. Employees may either complete given the form, thereby indicating waiver choice of remuneration or discard it. Employees who return the form shall not be entitled to double-time pay off for the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftany accrued overtime.

Overtime. All employees covered by this MOU shall be paid at the rate of time and one1. Employees who are non-half (1½) 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 employee’s base rate of pay (“County” overtime) unless the overtime meets the definition of overtime exempt under the provisions of FLSA. In the latter instance, overtime FLSA shall be calculated at the rate of receive one and one-half (1½1.5) times the employee’s their regular hourly rate for all hours actually worked in excess of payforty (40) hours per work week. 2. Employees who are non-exempt under FLSA, as defined by provisions of the FLSA (“FLSA” overtime). Should the calculated “FLSA” overtime be greater than the calculated “County” overtimewho work part-time schedules, 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 compensated at straight time rates for hours worked over eight their normal scheduled hours on any workday, and shall receive one and one-half (8) 1.5) times their regular hourly rate for all hours over 40 hours in a day 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 which extend into a new dayone-half compensatory time basis in lieu of cash overtime. This provision 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 include receive an additional one thousand ($1000.00) 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 before or at the end of a normal work schedule. However, overtime paid in this setting which shall not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new day. Overtime may be paid compensable in cash or accrued as Compensatory Time Off (CTO) as outlined in eligible for payout upon separation. With the following Compensatory Time Off article contained in this MOUpermission 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. Should employees of this Unit be scheduled by management The State’s Attorney must send written notice to work more than seven (7) consecutive work days, commencing the Executive Director on the eighth (8th) dayform 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 employee will be compensated at two (2) times his/her base hourly rate for each hour worked until such time as two (2) consecutive days off are receivedDepartment. This payment shall only apply when time off may not be carried over beyond the employee has been scheduled by management and ordered to work more than seven (7) consecutive work dayssecond pay period after which it was authorized, and does not apply when the work is as a result of the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 compensable in cash or eligible for payout upon separation. 6. Victim Advocates who complete at least two entirely voluntary webinars or equivalent professional development trainings per quarter, approved in advance by the Department, shall receive a quarterly stipend in the amount of one hundred and fifty ($150) dollars, 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 double-time pay for participate in the eighth 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 least two entirely voluntary webinars or equivalent professional development trainings per quarter, approved in advance by the Department, shall receive a quarterly stipend in the amount of one hundred and fifty (8th$150) consecutive day worked nor days thereafterdollars, payable in the last payroll cycle of each such quarter. Employees may rescind such waiver The participation in writing prior 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 their scheduled shiftparticipate in the training during the workday. Since this training is entirely voluntary, there is no overtime authorized relating to the training.

Overtime. All A. Only FLSA non-exempt employees covered by this MOU shall be paid at receive pay for overtime. B. Overtime work is performed either before or after the rate of time and one-half (1½) for overtime worked. In determining whether normal or not overtime hours have been worked, only productive assigned work hours (actual hours worked) shall apply. Overtime is authorized work performed by employees schedule in excess of eight (8) forty hours a day 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 over forty (40) hours in a work week which will after work, or during the lunch period, shall not be paid at time and one-half (1½) of the employee’s base rate of pay (“County” overtime) unless the included as overtime meets the definition of overtime under the provisions of FLSA. In the latter instance, worked. C. Pay for overtime shall be calculated at the rate of one and one-half (1½) times the employee’s rate of regular pay for any hours worked beyond 40 straight-time hours actually worked in 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. Effective October 1, 2013, 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 other arrangements are approved by the Division Manager. 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 non-exempt position the designated work period, the designated work hours and the designated 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) All such determinations shall be madeprovided to each employee and shall be filed in the personnel file. I. Compensatory Time —Exempt employees will receive compensatory time for any “ overtime” worked. Consistent with other provisions of this MOU Compensated time will be granted on an hour-for-hour basis 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 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 normal work schedulesix-month period are June 30th for January 1 – June 30 and December 31st for July 1 – December 31 of each calendar year. HoweverAt the start of each six-month period, overtime paid in this setting shall each exempt employee will have a zero balance of compensatory time, unless otherwise approved by the General Manager. The District will not be included in any overtime/double-time overtime computation for regularly assigned work hours on the new day. Overtime may be paid in pay 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 otherwise offer compensation for each hour worked until such accumulated compensatory 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 the employee volunteering. To clarify which employees are volunteers, each current employee shall be 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 the eighth (8th) consecutive day worked nor days thereafter. Employees may rescind such waiver in writing prior to their scheduled shiftunder any circumstance.