For application of this Article to the Airlift Northwest bargaining unit see Appendix XIV - Airlift Northwest Addendum #10 “Hours of Work and Overtime.”
7.1 Work Day. The standard work day for an employee assigned to the first, second, or third shifts, shall consist of eight (8) hours work to be completed within eight and one-half (8-1/2) consecutive hours with a thirty (30) minute meal period on the employee’s own time if relieved of his/her duties during this period. The employee shall be allowed thirty (30) minutes to eat his/her meal during the shift. Employees required to remain on duty during their meal period shall be compensated for such time at the appropriate rate of pay.
Employees in the bargaining units shall be granted a fifteen (15) minute rest period within each four (4) hour period in accordance with state law.
Other work schedules may be instituted in the future which would be mutually acceptable to supervision and the employees concerned. Employees working a twelve hour shift will receive three rest periods.
7.2 Work Week/Period. A standard work week shall consist of forty (40) hours of work within seven (7) days, or eighty (80) hours within a fourteen (14) day period according to mutual agreement between the Employer and individual employee.
7.3 Overtime. Both the Employer and Union concur that overtime shall be minimized. In case overtime is required by supervision, volunteers will be sought first when practicable. Time worked beyond the regularly scheduled shift in one day, the standard week in one seven (7) day period, or eighty (80) hours within a fourteen (14) day period as defined above shall be considered overtime. Sick leave paid for will not count toward the calculation of overtime.
Overtime work must be approved in advance by the Employer and shall be paid at the rate of one and one-half times the employee’s straight time hourly rate, or double time for registered nurses as appropriate.
The straight-time hourly rate of pay shall include shift differential.
As an option to wage payment above, an employee may request to accrue compensatory time on the basis of one and one-half the amount of overtime worked, or double time for registered nurses as appropriate. The Employer will allow the accrual of up to forty (40) hours of compensatory time calculated on a rolling basis. The Employer will consider special circumstances when deciding whether or not to grant the accrual of compensatory time in excess of forty (40) hours (e.g. advanced knowledge that an employee will be taking a long-term leave in the near future and the accrued time would be used to cover for all or part of that leave). This is not intended to upset any formal department policies regarding the accrual and use of compensatory time that exceed this unless there is agreement to do so. Accrued compensatory time will be scheduled off in a manner similar to the scheduling of vacation days requested off.
Overtime shall be considered in effect if fifteen (15) minutes or more are worked after the end of the scheduled shift and shall be calculated to the nearest thirty (30) minutes.
Upon implementation of the KRONOS system (see Side Letter A), the above paragraph will be replaced with a provision for a grace period around which overtime will be triggered and compensated to the nearest minute. The grace period will be discussed by the KRONOS Committee prior to implementation. Unless otherwise agreed, the grace period shall be seven (7) minutes before/after the scheduled shift.
7.4 Work Schedule. The Employer shall plan and post a four (4) week schedule at least two (2) weeks prior to the beginning of that four (4) week schedule. Schedule requests shall be submitted to the Nurse/Department Manager no later than three (3) weeks before the schedule is posted. Prior to the schedule being posted, factors such as staff requests, unexpected leaves of absence or terminations may affect the approval of schedule requests. After the schedule is posted, an individual employee’s schedule may be changed only by mutual agreement between the supervisor and employee concerned.
7.5 Weekends - Registered Nurses/Social Workers I and II/Health Care Specialists/Leads: The Employer will make a good faith effort to schedule all employees to every other weekend off, or to two weekends off out of four successive weekends. Except in emergency situations, all such employees shall be scheduled as stated above. However, in the event any employee agrees to work on an unscheduled weekend all time worked on the unscheduled weekend shall be paid at the rate of time and one-half (1 ½) the regular rate of pay. Time worked on the next regularly scheduled weekend shall be at the employee’s regular rate of pay. The weekend shall be defined for first (day) and second (evening) shift personnel as Saturday and Sunday. For third (night) shift personnel, the weekend shall be defined as Friday night and Saturday night. This section shall not apply to employees who request more frequent weekend duty or who request weekend work on a continuous basis, or who trade single or double days on the weekend.
7.6 Shift Rotation. Required scheduled shift changes shall be limited to three (3) per month with at least fifteen (15) hours off between changes. The Employer will make a good faith effort to limit required shift changes to two (2) per month. A scheduled shift change shall be defined as a change of working hours in which a majority of working time occurs in a different shift. For purposes of this section, shifts are defined as days, evenings or nights. Management will make a good faith effort not to create new rotating shift positions.
7.7 Double Shifts. In the event double shifting is necessary, it will occur through mutual agreement between the employee and supervision.
7.8 Work in Advance of Shift. When an employee at the request of the Employer, reports for work in advance of the assigned shift and continues working through the scheduled shift, all hours worked prior to the scheduled shift shall be paid at one and one-half times the employee’s regular rate.
7.9 Rest Between Shifts – Registered Nurses. A good faith effort shall be made to provide an unbroken period of at least twelve hours off work between scheduled shifts, unless an individual nurse's request for variation to this is approved by supervision. Nurse(s) regularly scheduled to work eight or nine hour shifts will qualify for Rest Period Premium Pay if they do not receive an unbroken rest period of twelve hours between scheduled shifts. Nurses regularly scheduled to work ten or twelve hour shifts will qualify for Rest Period Premium Pay if they do not receive an unbroken rest period of ten and one-half hours between scheduled shifts.
Social Workers/Health Care Specialists. A good faith effort shall be made to provide an unbroken period of at least twelve (12) hours off work between scheduled shifts, unless an individual employee request for variation to this is approved by supervision. Employees regularly scheduled to work eight (8) or nine (9) hour shifts will qualify for Rest Period Premium Pay if they do not receive an unbroken rest period of twelve (12) hours between scheduled shifts. Employees regularly scheduled to work ten (10) or twelve (12) hour shifts will qualify for Rest Period Premium Pay if they do not receive an unbroken rest period of ten and one-half (10-1/2) hours between scheduled shifts. In the event an employee is scheduled without the appropriate rest between shifts as specified above, all time worked within the specified rest period (twelve  hours or ten and one-half [10-1/2 hours]) shall be paid at time and one-half (1-1/2).