Reference no: EM131058152

A. The Employer agrees to an equitable distribution of overtime. Overtime will be assigned for accomplishment to those employees in an organizational unit where the overtime has become necessary and who would normally perform such work during a regular duty assignment. Overtime is the sole responsibility of the organization supervisor. The Employer will not be restrained from giving consideration to matters of health and differences in individual productivity where supervision is either restricted or absent, special skills, requirements and continuity of work.

B. The Employer agrees that unless it gives written notice, neither it nor any function will unilaterally take or permit action that will arbitrarily extend the normal workday without paying overtime or compensatory time, as applicable.

C. The Employer agrees to give first consideration to bargaining unit employees in the assignment of overtime before assigning such duties to non-unit employees. Such consideration will include health and safety factors, budget constraints, and employee qualifications.

1. Should a supervisor (management) be allowed to work alongside an employee covered by the CBA and thereby minimize or eliminate the opportunity for employees to earn overtime?

2. Specifically, how should the overtime be distributed to ensure it is done in a fair and equitable manner?

3. If an overtime list is created, how should it be managed since there are certain workers qualified for some tasks but not others? Should there be several task specific lists created, or an overall shop list? If a listed is created for overtime, management will number employees by previous requirements plus experience on the job.

4. How does seniority play a role in how overtime is scheduled?