ROTATION OF OVERTIME OPPORTUNITY Sample Clauses

ROTATION OF OVERTIME OPPORTUNITY. A. When the Employer determines overtime is necessary, the Employer will rotate overtime opportunities among qualified full-time employees who normally perform the work that is being assigned for overtime. The Employer will post and maintain overtime rosters which shall be made available to the Union Xxxxxxx upon request. Said rosters shall be posted on appropriate bulletin boards in the facilities and will include a list of overtime hours worked, refused, negative contact and total overtime hours offered. The employees in the department or unit who on the roster have the fewest aggregate hours worked and/or hours refused, among those qualified to perform the work assigned shall be called first. Employees on sick leave shall be removed from the overtime rotation list for sixteen continuous hours, (starting from the start of their regular shift) or until they have returned to their regularly scheduled shift. Upon return from sick leave, the employee shall have his name replaced on the overtime rotation-list in the same order previously held. Employees on vacation and/or military leave shall be removed from the overtime rotation list on each day of vacation and/or military leave provided, however that an employee may, prior to leaving on vacation may inform the Department Head, in writing, of her/her desire to remain on the overtime roster.
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ROTATION OF OVERTIME OPPORTUNITY. When the University determines overtime is necessary, the University will rotate overtime opportunities among qualified full time employees who normally perform the work that is being assigned for overtime. The University agrees to maintain current overtime rosters which shall be made available to the Union xxxxxxx upon request. Said rosters will include a list of overtime hours worked, refused, unavailable and total hours of overtime offered. The employees within the department or unit who on the roster have the fewest aggregate hours worked and/or hours refused or unavailable, among those qualified to perform the work being assigned, shall be called first. Employees on sick leave, vacation or comp time shall be charged with the amount of overtime as being unavailable. An employee who is offered but refuses an overtime assignment or is unavailable shall be credited on the roster with the amount of overtime refused or unavailable. All overtime rosters established above shall be "zeroed out" on January 1 or July 1 of each year of the contract. The Department Manager shall select the date (January 1 or July 1) with input from bargaining unit employees within that department. Seniority shall govern the assignment of overtime after the roster is "zeroed out". Thereafter, the assignment of overtime shall follow the rotation procedures described in this section. The University and the Union acknowledge that there are employees in the bargaining unit that may not want to be considered for overtime. To that end, an employee may reject overtime assignments provided another qualified bargaining unit member in the work unit is available for the assignment. Qualifications and total number of employees needed shall be determined by the University. In an effort to minimize inconvenience to employees, the University will attempt to schedule work assignments in advance and within normal work hours. In those cases when it is determined that initiation or completion of a job assignment is necessary outside normal work hours, employees may be held over or called into work early and required to work other than their normal shift subject to the provisions of Sections 2, 3 and 4 of this Article. The University will make every effort to notify employees of tasks that qualify as "hold over" assignments on or before noon on the day in question. Bargaining unit employees shall not be unjustly denied the opportunity to work available overtime. If the University fails to offer an ove...
Sample 1
ROTATION OF OVERTIME OPPORTUNITY. A. When the Employer determines overtime is necessary the Employer will rotate overtime opportunities among qualified full-time employees who normally perform the work that is being assigned for overtime. The Employer will post and maintain overtime rosters, which shall be made available to the Union Xxxxxxx upon request. Said rosters shall be posted on appropriate bulletin boards in the facilities and will include list of overtime hours worked, refused, negative contact and total overtime hours offered. The employees who on the roster have the fewest aggregate hours worked and/or hours refused, among those qualified to perform the work assigned shall be called first.
Sample 1

Related to ROTATION OF OVERTIME OPPORTUNITY

  • Overtime Meal Employees requested to work more than two (2) hours overtime after completion of their regular shift, will be given one-half (1/2) hour on Company time to eat their lunch and will be given seven dollars ($7.00) meal money.

  • Volunteer Firefighting Leave Leave without pay will be granted when an employee who is a volunteer firefighter is called to duty to respond to a fire, natural disaster or medical emergency.

  • Overtime Meals When employees are required to work more than two (2) hours beyond their regular work days, the Employer will provide hot meals at no cost to the employees, up to a maximum of sixteen dollars ($16.00) (receipts to be submitted) plus paid meal periods of one-half (1/2) hour at the prevailing rate and thereafter at four (4) hour intervals. Any early morning start before regular starting time is entitled to a paid meal. The breakfast limit is thirteen dollars ($13.00) (receipts to be submitted). Employees called out on overtime shall be paid for meals as above, after four (4) hours work.

  • EQUALIZATION OF OVERTIME HOURS 211 Overtime hours shall be divided as equally as practicable among employees in the same classification in their district. An up-to-date list showing overtime hours and unit seniority date will be posted in a prominent place in each district before the 15th of each month. -212 Whenever overtime is required, the person with the least number of overtime hours in that classification within the district will, except in necessary emergencies, be called first and so on down the list in an attempt to equalize the overtime hours. After exhausting this procedure and the need still exists, the Employer may require the least senior available, qualified employee to work. The Union reserves the right to grieve what is an emergency. Employees in other classifications may be called if there is a shortage of employees in the classification needed. In such cases they would be called on the basis of least hours of overtime in their classification provided they are capable of doing the work. When employees are notified by telephone, they will be called in order of lowest hours first. -213 For the purpose of this clause, time not worked because the employee was unavailable, or did not choose to work, will be charged the average number of overtime hours of the employees working during that overtime period (2 hour minimum). -214 On July 1 each year, the amount of overtime hours credited to each employee will be reduced equal to the amount of overtime hours credited to the employee at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 An employee who has changed classifications will be charged with the highest number of overtime hours that exist in the new classification on the day he/she was reclassified. -216 When an employee terminates his/her term as Chief Xxxxxxx, President, Xxxxxxx, or Alternate Xxxxxxx, his/her overtime hours shall be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. ARTICLE 44 - LONGEVITY PAY -217 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of each year and ending September 30. For longevity payment purposes only, a year of continuous full-time service is defined as any longevity year in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 Longevity pay shall be computed as a percentage of the employee's regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's years of continuous service. -221 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's years of continuous service. -222 Payments to employees who are eligible each October 1 will be paid on December

  • Annual Paid Sick Leave Fifteen (15) days sick leave per year shall be earned by an employee at the rate of 1.25 days for every month that an employee is employed.

  • Volunteer Leave Subject to operational requirements as determined by the Employer and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, one (1) day of leave with pay to work as a volunteer for a charitable or community organization or activity, other than for activities related to the Government of Canada Workplace Charitable Campaign. The leave will be scheduled at times convenient both to the employee and the Employer. Under no circumstances shall there be carry-over of such leave to another fiscal year.

  • Training Opportunities The requirements of Section 3 of the Housing and Urban Development Act of 1968, as amended, 12 U.S.C. 1701u ("Section 3"), requiring that to the greatest extent feasible opportunities for training and employment be given to lower income residents of the project area and agreements for work in connection with the project be awarded to business concerns which are located in, or owned in substantial part by persons residing in, the areas of the project. Borrower agrees to include the following language in all subcontracts executed under this Agreement:

  • Overtime Voluntary The Parties are agreed that all overtime will be voluntary.

  • Payment for Working Overtime on a Holiday Where an employee is required to work authorized overtime in excess of his regularly scheduled hours on a paid holiday, such employee shall receive twice (2x) his regular straight time hourly rate for such authorized overtime.

  • Job Opportunities Section 1: Temporary Assignments Unforeseen circumstances may arise on a shift, which would require an Employee to be temporarily assigned to work other than that he would normally perform. Should such circumstances arise, the Company shall first canvass for volunteers from those employees who are able to perform the work. Should there be more volunteers than are needed, the Company shall assign the work to the volunteer with the highest seniority. Should there be no volunteers; the Company shall assign the work to the lowest seniority employee able to perform the work. Temporary Assignments may be filled according to the process set out in this Article for a period of up to forty-five (45) days. Thereafter, the Temporary Assignment will be posted on a plant wide basis and made available to the most senior employee able to perform the work. In the event that the Temporary Assignment is going to exceed forty-five (45) days, and this fact is known at the time the vacancy first becomes available, the Company will post the Temporary Assignment in accordance with Section 2 at the time the Temporary Assignment first becomes available. If an Employee is temporarily required to fill a higher paid job, the Employee will receive the higher rate of pay for all hours spent performing the job, if he or she performs the job in excess of two (2) hours per shift. If an Employee is temporarily required to fill a lower paid job, his or her rate of pay shall not be reduced. In the event additional temporary assignments are required, the job will be filled in accordance with the process provided above. Subsequent to the completion of a Temporary Assignment, an Employee will be returned to his or her previous position, subject to seniority considerations.

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