Hours of work for regular monthly employees in the bargaining units listed in Appendix I shall be established by the employing official.
Overtime may be assigned outside of normally scheduled shifts and compensated in accordance with Section 8.6.
(a) Full-time Employee. A regular monthly staff employee scheduled to work forty (40) hours per week in a seven (7) day period.
(b) A regular monthly staff employee scheduled to work a minimum of twenty (20) hours per week but less than forty (40) per week in a seven (7) day period. Part-time employees shall receive all benefits of employment on a pro-rata basis, except health benefits coverage, which is determined by the state.
8.3 Work Day/Meal Period. Meal breaks shall be a minimum of thirty (30) minutes, unpaid and on the employee’s own time, provided the employee is off-duty for that meal period. It is the Employer’s intention to provide uninterrupted meal breaks.
8.4 Rest Breaks. Employees shall receive a fifteen (15) minute break during each four (4) hours worked. It is the Employer's intention to provide uninterrupted rest breaks.
8.5 Overtime. Work in excess of forty (40) hours in one (1) week performed by overtime-eligible employees constitutes overtime. The overtime hours worked by the eligible employees shall be compensated at a rate of one and one-half (1-1/2) times the employee’s straight time hourly rate.
Overtime-eligible employees shall receive monetary payment as compensation for overtime worked; however, at the employee’ s request, compensatory time off at one and one-half (1-1/2) times the overtime hours worked may be granted in lieu of monetary payment. Monetary payment must be provided for any excess compensatory time accruals which exceed two hundred and forty hours (240).
Compensation paid to an employee for accrued compensatory time shall be paid at the regular rate earned by the employee at the time the employee receives such payment. Upon termination of employment, an employee will be paid for any unused compensatory time in accordance with the Fair Labor Standards Act.
Use of compensatory time shall require the approval of the employing official with consideration being given to the work requirements of the department and the wishes of the employee. Compensatory time off may be scheduled by the employing official during the final sixty (60) days of a fiscal year.
Compensatory time must be used or paid for by June 30 th of each fiscal year. Exceptions to this policy may be approved by University Human Resources upon written justification of the extension.
For purposes of computing overtime compensation, holidays or leave with pay during the employee’s regular work schedule shall be considered as time worked.
8.7 Overtime Policies.
(a) Whenever overtime work is required, the employing official shall determine the employees needed to work overtime on the basis of their relevant experience. Overtime shall be distributed as equitably as possible among qualified employees.
(b) A record of overtime hours worked by each employee shall be kept by the Employer, and such record of overtime may be reviewed, upon request, by the Union.
(c) It is intended that overtime wages for which salary payment is to be made shall be paid to the employee on the paydate following the pay period in which the overtime was earned. In no event shall such overtime payments be made later than thirty (30) calendar days from the end of the pay period in which the overtime was earned providing the payroll office has received the Exception Time Report (ETR) authorizing such payment within the time limits set by the payroll department.
(d) Temporary Modified Weekly Schedule. By mutual agreement, individual employees and their supervisors may agree to a temporary modified weekly schedule. This schedule allows employees to alter their regular daily working hours within a work week without generating the payment of overtime (unless the employee works beyond forty (40) hours in the employee's regular workweek). Such scheduling will not be considered a regularly recurring alternative schedule.
8.7 Change in Work Schedule Notification. The Employer agrees to provide a minimum of fourteen (14) calendar days notice to an employee in the event of an Employer-directed permanent change in the employee's work schedule. For temporary changes in work assignment occurring within the employee's assigned work week, the Employer will provide two (2) calendar days notice with the day of notification constituting the first day of notice. For emergency reasons, lack of work, an existing safety hazard to the employee or others, or mutual agreement between the Employer and employee under Article 8.6(d), the Employer may temporarily change an employee's schedule with fewer than two (2) calendar day’s notice. Temporary is defined as no longer than one (1) week.
8.8 Language Pay. Whenever a position has a bona fide requirement for regular use of more than one (1) language, or sign language (AMESLAN), or braille, premium pay of two (2) steps above the level normally assigned for that position shall be paid except for those instances where the position is allocated to a class that specifies these skills.
8.9 Alternative Work Schedules. Departments having continuous and/or public responsibility may establish independent work schedules in order to meet their special needs. Departments are encouraged to establish flexible work schedules and to give serious consideration to employee requests. Individual requests for flexible scheduling may be approved by the employing official, provided that such scheduling does not interfere with the effective operation of the department and shall be dependent upon such considerations as building accessibility and security.
8.10 Excepted Work Period Positions. Employees assigned to excepted work period positions normally do not qualify for overtime pay. However, when an employing official determines that the employee has been directed to work an excessive amount of hours for an extended period of time, overtime in the form of compensatory time or cash not to exceed a "time and one half (1-1/2)" basis may be approved by the University Human Resources Department.When the University creates or modifies a classification such that it is excepted from overtime in accordance with the law, the Union shall be notified in advance of implementation. This language does not preclude the Union or any individual employee from challenging the University's overtime determination in appropriate forums.
8.11 Telework. The parties agree that the Employer may offer telework opportunities. If the Employer chooses to offer such opportunities, the Employer may enter into direct discussion with the affected employee(s) regarding the components of a written telework agreement. Such agreements shall be between the affected employee(s) and the department. Upon request, the Employer shall meet and confer with the union regarding the agreements. The agreements will address the treatment of work time in the event of equipment failure.
8.12 Staffing Issues. Staff are strongly encouraged to bring concerns about staffing issues to the attention of their department. Local 925 can also request that the Office of Labor Relations set up a Joint Labor Management meeting for the particular department. The Union can also place on the agenda of any Labor Management meeting the issue of staffing in particular departments/units at the University. The University will facilitate a discussion at the Labor Management Committee.