Shift Systems Clause Samples

The "Shift Systems" clause defines the framework for organizing and managing employee work schedules, specifying how shifts are structured and assigned within an organization. It typically outlines the types of shifts (such as day, night, or rotating), the process for scheduling employees, and any rules regarding shift changes or coverage. By establishing clear guidelines for shift allocation and management, this clause helps ensure operational efficiency and fairness, while also minimizing scheduling conflicts and misunderstandings among staff.
Shift Systems. In the event that the Employer, by virtue of changes to its operation for any reason, determines that all or part of its operation will be changed to a shift system, i.e. a system that incorporates a first, second and/or third shift, the Employer will notify the President of the Union or his/her designate immediately. The bargaining principals, pursuant to Article 33.04 of this Agreement, shall negotiate a shift premium based on prevailing B.C. College rates.
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Shift Systems. The following shift systems and the detailed provisions governing each of them have been approved by the NJC: (a) Night shift/working (i) The night working week shall consist of 38 normal hours worked over 4 or 5 consecutive nights. The normal starting time will be no earlier than 8.00pm and the normal finishing time no later than 8.00am. The hours which constitute the 38 normal hours of the week are to be identified. The precise arrangements including the time of the unpaid meal break will be determined locally, but no night will be of less than 6 hours. (ii) The night shift rate is set out in NAECI Appendix A for all normal hours including normal hours scheduled on Saturdays and Sundays. (iii) Overtime hours worked before or after the full normal night has been worked will be paid at Overtime Rate A, except on Saturday and Sunday when NAECI 7.4(f) shall apply. Where a Sunday night overtime shift is a regular feature of the work pattern, Overtime Rate A shall be paid from midnight until the end of the shift. Where, however, intermittent overtime on a Sunday or public holiday night has simply overlapped into the next morning, Overtime Rate B should continue to be paid until the task is completed. (iv) Day work employees who work during the day beyond the midday meal break and who undertake night work the same night shall be paid overtime Rate A up to midnight. From midnight until the end of the shift employees shall be paid Overtime Rate B. (v) Night working employees who are required to change over to day work shall normally be warned at least 24 hours in advance of the necessity for such a change and shall take a minimum break of 8 hours before starting on day work. Any loss, up to a maximum of 8 normal dayshift hours, which results from the observance of this rule, shall be compensated for by payment for the lost hours at the basic rate. If the last period of night work of an employee transferring to day work ends at or after 7.00am, they shall not be required to commence their first period of day work on that day. (b) Afternoon shift (i) 38 hours shall normally be worked over 5 afternoons from Monday to Friday. Alternatively, the afternoon shift may be worked over any 4 or 5 consecutive afternoons in the week. (ii) The normal starting time shall not be earlier than 12.00 noon and the normal finishing time not later than 11.00pm. The precise arrangements including the time of the unpaid meal break will be determined locally, but no afternoon shift shall...
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Shift Systems. Where the company proposes to change the roster arrangements for a work group it will seek the agreement of the affected employees to the change 1 month before the proposed roster change. During this period the company will consider alternate rosters if any. Following discussions, where agreement is unable to be reached, a trial of the roster arrangements proposed will be implemented for a period of up to 3 months. A trial of a new roster arrangement is considered to be a change to a workgroup’s shift system. Any disagreement between the employer and employee should be dealt with through the Grievance / Disputes Procedure, although this will not prevent the trial from occurring, unless ruled by the AIRC. At the end of the trial period the company may decide not to proceed with the proposal or there will be full implementation. Only during the last four weeks of any trial, can the employer, employee or their chosen representative refer another disputed issue connected to the trial to the proposed roster to the AIRC. Apart from the RMS employees, this provision will not be used to implement a roster, providing less remuneration than 5 on 2 off, 10 hour days unless situations outlined in Clause 4.3(a) occur. This is calculated in accordance with this agreement. The company will not seek to change a workgroup’s shift system more than 2 times in a calendar year. The company may change a workgroup’s shift system a third time in a calendar year if mutual agreement is reached between the workgroup and the company. This clause will not be used to change the rosters of individual employees for disciplinary purposes.
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