Extended Work Week. In order to provide a full week’s work for the employee and the contractor, an extended workweek is desirable. On any job or project where the majority of the employees employed lose eight (8) or more hours of work in any calendar week, the extended workweek may be used. The contractor would have the option of how the time is made up, whether by extending the hours during the workweek, or by working on Saturday. On some projects, existing laws may preclude extending the daily hours without paying overtime rates. If the lost time is made up on Saturday, all hours worked after forty (40) hours shall be paid at time and one half (1-1/2). Those employees who lost eight (8) hours must be part of the crew working as long as there is enough work to employ all of them. No employee who refuses to work the extended workweek will be disciplined or discharged for such refusal. It shall not be a violation of this agreement for the union to refuse to supply employees and applicants to and prohibit employees covered by this agreement from working for a contractor who violates this section. This provision shall not serve to vacate any regularly scheduled overtime. Under no circumstances will an employee be allowed to make up lost time on Sundays, holidays or the following workweek. An employer may not lay off, discharge or discriminate against any employee for refusal to work on a Saturday make-up day. If any craft to which the employer is signatory, is working on the job and receiving overtime pay, then the Laborer will receive overtime pay.
Extended Work Week. When extra hours of work are available due to operational requirements, the Employer shall offer, to increase the regular hours of work to forty (40) hours per week to the most senior, qualified employee. The duration of these periods will be discussed by the Labour Management Committee or with the union President and another representative. At other times the Employer may offer additional hours to casual custodians by seniority.
Extended Work Week. The definition of each category of overtime and an administrative procedure for the execution of such category of overtime is contained in the following Subsections. At the outset, the parties to this MOU recognize and agree that City of Alameda Municipal Power employees are Disaster Service Workers as defined in the State of California Government Code Title 1, Division 4, Chapter 8. Section 3100 of this Code provides, in part: “It is hereby declared that the protection of the health and safety and preservation of the lives and property of the people of the state from the effects of natural, manmade, or war-caused emergencies which result in conditions of disaster or in extreme peril to life, property, and resources is of paramount state importance requiring the responsible efforts of public and private agencies and individual citizens. In furtherance of the exercise of the police power of the state in protection of its citizens and resources, all public employees are hereby declared to be disaster service workers subject to such disaster service activities as may be assigned to them by their superiors or by law.” It is agreed that when a natural, manmade, or war-caused emergency which results in a condition of disaster or in extreme peril to life, property, and resources exists, the provisions of Subsection 11.4.2, Short Notice Call-Out, may be suspended.
Extended Work Week. By agreeing to the Flex Work Schedule, you will be required to work one 44 hour and one 36-hour work week for a total of 80 hours in a regular two-week pay period. ***if for FLSA exempt employee, use the following As a mid-manager and member of the Mid-Management Bargaining Unit, you do not accrue overtime, and will not be additionally compensated above and beyond the work week(s) as defined in this document. Mid-Management leave will continue to be accrued and dispersed as described in your Mid-Management MOU.
Extended Work Week. With mutual agreement, in writing, the parties may enter into or change an existing extended work week schedule that:
Extended Work Week. By agreeing to the Flex Work Schedule, you will be required to work one 44 hour and one 36 hour work week for a total of 80 hours in a regular two-week pay period. ***if for exempt act employee, use the following As a mid-manager and member of the Mid-Management Bargaining Unit, you do not accrue overtime, and will not be additionally compensated above and beyond the work week(s) as defined in this document. Mid-Management leave will continue to be accrued and dispersed as described in your Mid-Management MOU.****if eligible for OT, use the following Overtime hours will be based on hours worked in excess of your flex-time schedule. If you are scheduled to work a 9-hour day, eligibility for overtime would not begin until after you have worked your regularly assigned 9-hour day.
