ARTICLE 14 – OVERTIME
Overtime shall be defined as those hours worked which are worked by an employee in excess of forty (40) hours worked in one (1) week. Holiday(s), vacation, jury duty or witness leave, and day(s) on compensatory time off shall be included as hours worked for the purpose of determining those hours worked in excess of forty (40) hours in one (1) week.
All hours worked over forty (40) hours worked in any one (1) week shall be compensated at the rate of one and one-half (1 1/2) times the regular hourly rate of pay. Shift differentials shall be included in the regular hourly rate of pay.
The University may approve compensatory time off at the appropriate rate in lieu of overtime pay at the employee’s request.
No more than sixty (60) hours of overtime which require compensation at the time and one half rate (that is, 90 hours of compensatory time off) may be accumulated. An employee shall be paid for hours of overtime which exceed this limit.
C. Scheduling Compensatory Time Off
Compensatory time off shall be approved by the Department Head or designee and taken within two (2) six (6) month bank periods (January I-June 30; July I-December 31).
Banked compensatory time off which is not paid or scheduled within the bank period in which it is earned or the banked period following that in which it is earned shall be paid in the next regularly scheduled pay period.
When compensatory time off is taken or paid, it is compensated at the employee’s current rate of pay. However, upon separation from employment, compensatory time off accrued at the time and a half rate shall be paid at the employee’s current rate of pay or at the employee’s average rate of pay for the last three years, whichever is higher.
Employees may request use of compensatory time off; such requests will be granted subject to the operational needs of the University. Use of compensatory time off requires prior approval in accordance with departmental policy. The University may require employees to take compensatory time off.
Any accrued compensatory time off shall be paid to the employee when the employee leaves the bargaining unit, but remains employed by the University.
D. Scheduling of Overtime
As soon as practicable after the University decides the need for overtime or additional work, the University shall notify the employee(s) it selects that overtime must be worked or that the employee must work beyond his/her regularly assigned shift. However, wherever it is necessary to meet the operational requirements of the University, the University shall have the right to require the performance of such work, including requiring employees to remain at work after conclusion of their shift until relief is available. If an employee on a 12-hour shift is ordered to work overtime and if the employee has received less than twenty-four (24) hours advance notice, the employee shall be paid at the rate of one and one-half (1 1/2) times the regular hourly rate of pay for any such overtime hours worked.
E. Distribution of Overtime
1. Overtime shall be assigned based upon the employee’s ability to perform the work and operational needs of the University. The University shall post a monthly and year-to-date record of overtime distribution in each shop or work location.
2. Planned Overtime
To the extent possible, planned overtime shall be offered to the most senior employee, then the next most senior and so on, until all employees in the shop or work location have been offered overtime, at which time, the most senior employee is again offered an overtime assignment. For the purpose of this section, seniority shall be based on the employee’s time in the classification in a shop or work location.
3. Overtime distribution shall be distributed evenly among employees in the same classification in a shop or work location, except where special skills or abilities are required.
F. No Pyramiding of Overtime
There shall be no compounding/pyramiding of overtime payments.
G. Overtime Meals
When an employee’s regularly assigned shift is extended more than three (3) hours, and that period extends past the employee’s regular meal time, he/she shall be reimbursed for actual meal expenses up to a maximum of $8.00. A person who has been called in to work overtime, or works planned overtime, is not entitled to be paid for a meal, even though this overtime, requires him to work past a regular meal time.