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LETTER 4 Overtime Records
Mr. James M. Parent Assistant Directing Business Representative District Lodge No. 26 I.A.M.A.W., AFL-CIO 365 New Britain Road Kensington, Connecticut 06037
Dear Mr. Parent: This is to confirm the understanding and agreement between the Company and the Union concerning overtime records. Overtime will be recorded on a standard form provided by the Company. A sample of the form to be used is attached. It is further agreed that the Company will keep posted in each department a copy of the form showing overtime hours paid to employees in each department. The distribution of overtime will be made in accordance to the guidelines on the attached form. The Company also agrees to conduct a training session for supervision concerning the Company's intent to distribute and record overtime in accordance with this Agreement. This training will occur during the first quarter of 2005. Shop Stewards will be offered the opportunity to attend this training session. It is further agreed that if new supervisors are hired by the Company, the Company agrees that training sessions for such new supervisors will occur within the first ninety (90) days and the Shop Steward of the area will be offered the opportunity to attend these training sessions.
A committee will
be established to review those cases that show a substantial inequality in
the distribution of overtime during the last 6 weeks. This committee will
consist of the Business Unit Manager (or similar position), Manager, Human
Resources, the Shop Chairperson or his or her designee and the affected
employee. The purpose of this committee will be to develop an agreement
which allows the inequality to be reduced. If, in the
Sincerely, James R. Miller Vice President, Industrial Relations Accepted this 6th day of December 2004
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GUIDELINES FOR OVERTIME 1. Overtime will be recorded on PWA Form #4791, Hours Paid for Overtime Worked. 2. A copy of the Hours Paid for Overtime Worked Form will be posted in each department on a weekly basis showing overtime worked under the supervision of each supervisor or "other supervisory title." 3. All overtime worked will be charged in terms of hours paid for overtime worked. 4. All overtime refused will be charged in terms of hours paid had the overtime been worked. 5. Employees who are scheduled for overtime and fail to report will be charged in terms of hours paid had they worked. 6. At the start of each year, overtime records will be adjusted to reflect the differential in paid overtime hours between the employee with the highest number of paid overtime hours and the employee with the lowest number of paid overtime hours. 7. If practicable, employees with the least amount of overtime will be selected. 8. Whenever overtime involves priority or emergency work, or requires special knowledge or skill, selection will be made to meet these requirements. Any resulting disparity will be offset as soon as practicable. 9. To be scheduled for overtime work, employees must be qualified to perform the work. If not, they will be charged. 10. An employee on loan will be scheduled for overtime in the group to which he or she is loaned only after employees who normally perform the work in that department have been asked for overtime. 11. All overtime worked while on loan will be charged to the employee's record in the parent department with the letter “L.” 12. An employee on protracted absence exceeding one week will be credited with equivalent hours after all other employees in his or her job code have been charged with equivalent hours overtime and every time thereafter until he or she is capable of performing the job. 13. For record keeping purposes only, an employee who enters a group will be charged the average overtime for the group. 14. Employees out on Military Leave will not be charged for overtime during such absence. 15. Employees who are asked and refuse overtime because of weekend duty in the Military Reserve or National Guard will be charged with the appropriate number of overtime hours offered which will be reflected on the overtime record together with the letter "I." 16. A substantial inequality in the distribution of overtime is defined as forty (40) hours, not caused by absences due to vacations, transfers, military service or the first week of a protracted absence. When such a substantial inequality is identified, the negatively affected employees will be asked to work all available overtime until such substantial disparity is corrected. The following explanation is given regarding the various keys which are located on the top of the form to be used for the recording of overtime. 1. V - Vacation - To be used whenever an employee is on vacation. 2. E - Emergency or Special Job - To be used when a hot or new job needs to be done which only one or two employees under the foreman are qualified to perform. Therefore, the qualified employee would be scheduled for overtime, while others in the same job code were excluded. This particular situation might prevail for two or three weeks, but should not occur over a prolonged period and other employees in the job code should be trained to perform the operation. This should not be used to bring in a working leader-specialist to perform work normally done by other employees. 3. S - Scheduled, Did Not Report - This key should be counted as a day worked and the hours the employee would have been paid should be entered into the total. The reason for absences would also be recorded on the attendance and lateness record. 4. R - Offered, But Refused - This key is used for an employee who is offered overtime work but refused and the employee would be charged in terms of hours paid had he or she worked the overtime. 5. I - Ill Or Otherwise Unavailable - This key should be used for an employee, who on the day overtime was scheduled, was absent because of illness or was otherwise unavailable. An employee on protracted absence exceeding one week will be credited with equivalent hours after all other employees in his or her job code have been charged with equivalent hours overtime and every time thereafter until he or she is capable of performing the job. 6. NQ - Not Qualified - This key would be applicable for a probationary employee or individual recently promoted and who has not received sufficient training on the job and therefore, cannot perform the work without close supervision. Such an employee should be offered every opportunity to become qualified and share in the overtime offered to those in his or her job code. To be scheduled for overtime, employees must be fully qualified to perform the work, if not, they will be charged. 7. L - Loaned. This key will be used to record overtime of an employee who is loaned into another department. The “L” will be recorded in his or her parent department.
Overtime Form
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