Common use of Shift Hours Clause in Contracts

Shift Hours. OP35-1 The first shift is any shift that regularly starts on or after 5:00 a.m., but before 1:00 p.m. The second shift is any shift that regularly starts on or after 1:00 p.m. but before 9:00 p.m. The third shift is any shift that regularly starts on or after 9:00 p.m. but before 5:00 a.m. Any employee whose regular daily working hours are scheduled in such a manner that the employee is working five (5) or more straight time hours on a shift other than the one on which the employee commences the day’s work shall be paid shift differential for the day, based on the later shift. Part time employees who normally work between 8:00 a.m. and 5:00 p.m. will be considered working first shift. SHIFT DIFFERENTIAL OP36-1 Employees who are regularly scheduled to work on the second or third shifts shall receive, in addition to their regular pay, twenty-five (25) cents per hour and thirty-five (35) cents per hour, respectively, additional compensation. Half-time (1/2) employees whose regular scheduled work hours fall on other than the first shift will be eligible for the appropriate shift differential. Such differential is to be added to the total wages and does not increase the hourly rate and will be paid for all hours worked on a shift. Employees who work an approved flextime schedule will not become eligible for shift differential as a result of the flextime hours they are working. REST PERIODS OP37-1 Employees shall normally be entitled to a rest period of not more than fifteen (15) minutes for each half day of work. Rest periods should be taken at a time and in a manner that does not interfere with the efficiency of the work unit. If the employee feels their supervisor has been arbitrary or capricious in denying the employee the opportunity to take a rest period, the employee may file a grievance on the question. The rest period is intended to be a recess to be preceded and followed by an extended work period; thus it may not be used to cover an employee’s late arrival at work or early departure, nor may it be regarded as accumulative if not taken. Employees shall not be entitled to additional compensation for rest periods missed or not taken.

Shift Hours. OP35-1 The first shift is any shift that regularly starts on or after 5:00 a.m., but before 1:00 p.m. The second shift is any shift that regularly starts on or after 1:00 p.m. but before 9:00 p.m. The third shift is any shift that regularly starts on or after 9:00 p.m. but before 5:00 a.m. Any employee whose regular daily working hours are scheduled in such a manner that the employee is working five (5) or more straight time hours on a shift other than the one on which the employee commences the day’s work shall be paid shift differential for the day, based on the later shift. Part time employees who normally work between 8:00 a.m. and 5:00 p.m. will be considered working first shift. SHIFT DIFFERENTIAL OP36-1 Employees who are regularly scheduled to work on the second or third shifts shall receive, in addition to their regular pay, twenty-five (25) cents per hour and thirty-five (35) cents per hour, respectively, additional compensation. Half-time (1/2) employees whose regular scheduled work hours fall on other than the first shift will be eligible for the appropriate shift differential. Such differential is to be added to the total wages and does not increase the hourly rate and will be paid for all hours worked on a shift. Employees who work an approved flextime schedule will not become eligible for shift differential as a result of the flextime hours they are working. REST PERIODS OP37-1 Employees shall normally be entitled to a rest period of not more than fifteen (15) minutes for each half day of work. Rest periods should be taken at a time and in a manner that does not interfere with the efficiency of the work unit. If the employee feels their supervisor has been arbitrary or capricious in denying the employee the opportunity to take a rest period, the employee may file a grievance on the question. The rest period is intended to be a recess to be preceded and followed by an extended work period; thus it may not be used to cover an employee’s late arrival at work or early departure, nor may it be regarded as accumulative if not taken. Employees shall not be entitled to additional compensation for rest periods missed or not taken.