Common use of Overtime Distribution Clause in Contracts

Overtime Distribution. Employees shall be canvassed annually to determine if they want to be offered overtime opportunities outside of their regular hours of work. Overtime eligibility lists shall be established based on seniority and the initial opportunities shall be offered based upon seniority. Thereafter, insofar as practicable, overtime shall be equitably distributed on a rotating basis by overtime hours worked among those who normally perform the work. Specific arrangements for implementation of these overtime provisions shall be worked out at the department level. Overtime rosters shall be purged at least every twelve (12) months. Such arrangements shall recognize that in the event the Appointing Authority or designee has determined the need for overtime, and if a sufficient number of employees is not secured through the above provisions, the Appointing Authority or designee shall have the right to require the least senior employee(s) on a rotating basis who normally performs the work to perform said overtime. The overtime distribution policy shall not apply to overtime work which is specific to a particular employee's work load or specialized work assignment or when the incumbent is required to finish a work assignment. An employee who is offered but refuses an overtime assignment shall be credited on the roster with the amount of overtime worked by the employee who accepted the overtime opportunity. An employee who agrees to work overtime and then fails to report for said overtime shall be credited with the amount of overtime hours accepted and the employee shall be considered absent without approved leave, unless the employee can prove that extenuating circumstances prevented the employee from reporting. In such cases the employee will be credited as if the overtime opportunity was refused. In the event of an emergency as determined by the City, the Appointing Authority or designee may assign someone to temporarily meet the emergency requirements, regardless of the overtime distribution roster.

Overtime Distribution. Employees shall be canvassed annually to determine if they want to be offered overtime opportunities outside of their regular hours of work. Overtime eligibility lists list shall be established based on seniority and the initial opportunities shall be offered based upon seniority. Thereafter, insofar as practicable, overtime shall be equitably distributed on a rotating basis by overtime hours worked among those who normally perform the work. Specific arrangements for implementation of these overtime provisions shall be worked out at the department level. Overtime rosters roster shall be purged at least every twelve (12) months. Such arrangements shall recognize that in the event the Appointing Authority or designee City has determined the need for overtime, and if a sufficient number of employees is not secured through the above provisions, the Appointing Authority or designee City shall have the right to require the least senior employee(s) on a rotating basis who normally performs the work to perform said overtime. The overtime distribution policy shall not apply to overtime work which is specific to a particular employee's work load or specialized work assignment or when the incumbent is required to finish a work assignment. An employee who is offered but refuses an overtime assignment shall be credited on the roster with the amount of overtime worked by the employee who accepted the overtime opportunity. An employee who agrees to work overtime and then fails to report for said overtime shall be credited with the amount of overtime hours accepted and the employee shall be considered absent without approved leave, unless the employee can prove that extenuating circumstances prevented the employee from reporting. In such cases the employee will be credited as if the overtime opportunity was refused. In the event of an emergency as determined by the City, the Appointing Authority or designee may assign someone to temporarily meet the emergency requirements, regardless of the overtime distribution roster.

Overtime Distribution. Overtime shall be distributed as equally as possible among those qualified employees who normally perform the work. Employees shall provide the Employer with one (1) telephone number to be canvassed annually used for purposes of offering the opportunity to determine if they work overtime. Overtime shall be offered on a rotating basis in accordance with seniority, beginning with the most senior employee who was not offered overtime the last time overtime was offered. If all employees available to work the overtime opportunity decline, the Employer shall assign the overtime in reverse seniority order; the least senior employee who has not been directed by the Employer to work overtime shall be directed to work the hours until all employees have been required to work at which time the process shall repeat itself. Overtime offered but refused shall be recorded as overtime worked in regards to eligibility for future overtime assignments. When a new employee enters the unit, he/she shall sit out one full rotation of the distribution of overtime by seniority. A current overtime roster will be posted on appropriate Union bulletin boards as provided for in Appendix B of the Collective Bargaining Agreement. Such roster shall indicate overtime worked, declined and mandated. An employee who does not want to be offered overtime opportunities outside of their regular hours of work. Overtime eligibility lists shall sign and date a prepared statement for the Employer asking to be established based on seniority and the initial opportunities shall be offered based upon seniority. Thereafter, insofar as practicable, by-passed for overtime shall be equitably distributed on a rotating basis by overtime hours worked among those who normally perform the work. Specific arrangements for implementation of these overtime provisions shall be worked out at the department level. Overtime rosters shall be purged at least every twelve (12) monthsopportunities. Such arrangements employees shall recognize that still be subject to mandated overtime. If the employee changes his/her mind at a later date, a signed and dated statement must be given to the Employer asking to be reinstated in the event overtime rotation. Employees placed back into rotation shall sit out one full rotation of the Appointing Authority or designee has determined the need for overtime, and if a sufficient number of employees is not secured through the above provisions, the Appointing Authority or designee shall have the right to require the least senior employee(s) on a rotating basis who normally performs the work to perform said overtime. The overtime distribution policy shall not apply to overtime work which is specific to a particular employee's work load or specialized work assignment or when the incumbent is required to finish a work assignment. An employee who is offered but refuses an overtime assignment shall be credited on the roster with the amount of overtime worked by the employee who accepted the overtime opportunity. An employee who agrees to work overtime and then fails to report for said overtime shall be credited with the amount of overtime hours accepted and the employee shall be considered absent without approved leave, unless the employee can prove that extenuating circumstances prevented the employee from reporting. In such cases the employee will be credited as if the overtime opportunity was refused. In the event of an emergency as determined by the City, the Appointing Authority or designee may assign someone to temporarily meet the emergency requirements, regardless of the overtime distribution rosterseniority.

Overtime Distribution. Employees When the need for overtime exists, such overtime may be distributed as equally as possible with the Fire Fighter with the least hours being given first opportunity for overtime, unless a bargaining unit member who has special training is needed. Overtime created as the result of staying over due to a fire run will not be subject to the necessity of calling the low person on the overtime list. The employer shall establish and periodically update a Fire Department overtime list which shall be canvassed annually to determine if they want to be offered posted in each work place. Said list shall show the amount of accumulated overtime opportunities outside of their regular hours of workand shall identify the employees’ classification (officer or fire fighter) using a color designation. Overtime eligibility lists shall be established based on seniority and the initial opportunities shall be offered based upon seniorityon a rotation basis to those employees within the bargaining unit and classification needed. ThereafterEmployees currently on duty are required to work overtime if overtime abuts their shift, insofar as practicable, overtime and it is deemed necessary by the Fire Chief or Supervisor in order to fulfill the mission of the Fire Department. Overtime shall be equitably distributed marked on a rotating basis by the overtime hours worked among those who normally perform the work. Specific arrangements for implementation of these overtime provisions shall be worked out at the department level. Overtime rosters shall be purged at least every twelve (12) months. Such arrangements shall recognize that in the event the Appointing Authority or designee has determined the need for overtime, and if a sufficient number of employees is not secured through the above provisions, the Appointing Authority or designee shall have the right to require the least senior employee(s) on a rotating basis who normally performs the work to perform said overtime. The overtime distribution policy shall not apply to overtime work which is specific to a particular employee's work load or specialized work assignment or when the incumbent is required to finish a work assignmentlist. An employee who is not required and refuses the offered but refuses an overtime assignment shall be credited on the roster with the amount of overtime worked by the employee who accepted the overtime opportunity. An employee who agrees to work overtime and then fails to report for said overtime shall be credited marked with the amount appropriate number of hours he would have worked on the overtime list. All overtime hours accepted and the employee worked other than call back shall be considered absent without approved leave, unless counted as accumulated overtime hours and shall be offered to members of the employee can prove that extenuating circumstances prevented bargaining unit first. All new employees shall start at the employee from reporting. In such cases the employee will be credited as if the overtime opportunity was refused. In the event of an emergency as determined by the City, the Appointing Authority or designee may assign someone to temporarily meet the emergency requirements, regardless bottom of the overtime distribution rosterlist when they become eligible to work overtime. All leave designated as Sick Leave and Funeral Leave (but excluding leave qualifying as FMLA or Injury Leave) shall be covered with overtime by full-time, bargaining unit employees. Such overtime will be offered on a rotating basis, but will be mandatory if no bargaining unit employee voluntarily accepts the overtime after going through the overtime list. The Overtime Dispersal Policy will be used to distribute overtime.

Overtime Distribution. Employees 1. General Rule (except for Daily Multi-shift or Alternative Selection Agreements): An effort shall be canvassed annually made to determine if they want to be offered distribute overtime opportunities outside as equally as possible among employees in the same classification and in the same work area who are capable of their regular hours of performing the work and who desire the overtime work. When practicable and if the supervisor knows that an overtime assignment is necessary, he/she will begin the overtime distribution process at least two (2) hours in advance of the overtime assignment. Overtime eligibility lists shall be established based on seniority and the initial opportunities shall be offered based upon senioritydistributed by the process of seniority rotation. Thereafter, insofar as practicable, overtime The term seniority rotation shall mean that the most senior employee shall be equitably distributed on a rotating basis by given first opportunity to choose to take an overtime hours worked among those who normally perform the workopportunity. Specific arrangements for implementation of these overtime provisions shall be worked out at the department level. Overtime rosters shall be purged at least every twelve (12) months. Such arrangements shall recognize that in the event the Appointing Authority or designee has determined the need for overtime, and if a sufficient number of employees is not secured through the above provisionsIf refused, the Appointing Authority overtime opportunity would be offered to the next senior employee until an employee accepts the opportunity or designee shall have an employee is mandated to take the right to require the least senior employee(s) on a rotating basis who normally performs the work to perform said overtime. The next overtime distribution policy shall not apply opportunity which becomes available would be first offered to overtime work which is specific the employee next senior to a particular employee's work load or specialized work assignment or when the incumbent is required to finish a work assignment. An employee who is offered but refuses an overtime assignment shall be credited on the roster with the amount of overtime worked by the employee who accepted the overtime opportunitypreviously. An employee who agrees to work overtime and then fails to report for said In the case of mandated overtime, the overtime shall be credited with assigned to the amount least senior employee. The next time it is necessary to assign mandatory overtime it shall be given to the employee directly more senior on a continual inverse rotation. An accumulative record of overtime hours accepted opportunities worked and the offered each employee shall be considered absent without approved leavemaintained and made available to the Union on a quarterly basis. Overtime shall be offered in the following manner: First, unless overtime shall be offered to employees in the employee can prove that extenuating circumstances prevented classification and work area where the employee from reportingwork is needed by seniority rotation. In such cases the employee will be credited as if If the overtime opportunity was refused. In the event of an emergency as determined by the Cityis not filled voluntarily, the Appointing Authority or designee may assign someone overtime shall be offered to temporarily meet all capable employees in the emergency requirements, regardless of work area by seniority rotation. If the overtime distribution rosteris not filled it shall be offered to capable employees in the line of progression by seniority; then to all capable employees in the bargaining unit by seniority.

Overtime Distribution. Employees shall be canvassed annually to determine if they want to be offered overtime opportunities outside of their regular hours of work. Overtime eligibility lists shall be established based on seniority and the initial opportunities shall be offered based upon seniority. Thereafter, insofar as practicable, overtime shall be equitably distributed on a rotating basis by overtime hours worked among those who normally perform the work. Specific arrangements for implementation of these overtime provisions shall be worked out at the department level. Overtime rosters shall be purged at least every twelve (12) months. Such arrangements shall recognize that in the event the Appointing Authority or designee has determined the need for overtime, and if a sufficient number of employees is not secured through the above provisions, the Appointing Authority or designee ‌ The Employer shall have the right to require overtime work when necessary at any time and employees shall not refuse overtime assignments unless a bona fide reason exists such as personal illness. The Employer agrees to the least senior employee(s) extent practical, it will distribute overtime as equally as possible amongst those employees who usually perform the type of work at issue. The employee working on any job which extends into overtime shall normally work the overtime. The Employer otherwise will offer voluntary overtime opportunities to employees on the basis of seniority. If an insufficient number of volunteers so respond, the Employer shall assign the remaining overtime on the basis of inverse seniority. Requests for volunteers and overtime assignments will be made on a rotating basis who normally performs basis. However, the Employer retains the authority to select specific employees for overtime assignments based upon specific skills, ability and experience needed for the completion of a particular assignment. The employment of part-time, temporary, or non-bargaining unit personnel shall not work to perform said deprive regular full-time personnel of opportunities to work overtime. However, if the full-time personnel who would have usually worked the overtime refuses it or is unavailable, the Employer may work other personnel on said overtime without violating the Agreement. The overtime distribution policy shall foregoing does not apply to overtime work which is specific summer help hired by the Employer. Snow plowing assignments are normally limited to bargaining unit employees. Supervisors may continue to serve as substitute snow plow drivers but will not be called to snowplowing duty unless and until there are no available bargaining unit employees to perform the work. Utility crew member(s) working a particular employee's work load or specialized work assignment or when the incumbent is required to finish a work assignment. An employee who is offered but refuses an overtime assignment snow plow route shall be credited on called off the roster with the amount of overtime worked plow for utility-related assignments as needed and as directed by the employee who accepted the overtime opportunityEmployer. An employee who agrees Supervisory staff may continue to fill in on utility crew work overtime and then fails to report for said overtime shall be credited with the amount of overtime hours accepted and the employee shall be considered absent without approved leave, unless the employee can prove that extenuating circumstances prevented the employee from reporting. In such cases the employee will be credited as if the overtime opportunity was refused. In the event of an emergency as determined by the City, the Appointing Authority or designee may assign someone to temporarily meet the emergency requirements, regardless of the overtime distribution rosterneeded.