OVERTIME

The facility manager shall maintain a roster of qualified bargaining unit employees who have indicated a desire to work overtime. The Agency has determined that OJTI and CIC certifications shall not be a requirement for an employee to be on the roster. The roster and distribution of overtime provided for in this Article shall be available to facility employees. Employees must provide a current telephone number. The Parties at the local level shall negotiate the procedures for the distribution of overtime.

When overtime work is to be performed, it shall first be made available to employees on the roster on an equitable basis, except in situations where a CIC-certified bargaining unit employee is necessary to provide watch supervision (e.g. opening/closing shifts, to meet contractual obligations to provide a break away from the operational area) and no other reasonable alternative exists, then the overtime assignment shall be offered to the next available CIC-certified bargaining unit employee on the roster. To the extent practicable, the Agency will consult with the Union prior to moving to the next available CIC-certified bargaining unit employee.

In the event no employees on this roster can be reached, the Agency may require other qualified unit employees to work the overtime. Any assignments to employees not listed on the roster shall be made on an equitable basis.

Upon request, the Agency shall provide the Union a current copy of the overtime roster(s).

If an employee assigned to work overtime can secure a qualified replacement, he/she shall be relieved of the assignment. If the employee cannot secure a qualified replacement, the employee will work the overtime. An employee shall be relieved of an overtime assignment when, in the judgment of the Agency:

a. the health or efficiency of the employee may be impaired; or

b. personal circumstances make it impossible for the employee to perform the overtime duty.

In the event of holdover overtime, the Agency shall notify the employee as soon as possible before the end of the employee's regular shift.

Annual leave may be granted to any employee regardless of whether or not overtime work is being performed at the time by other employees on the shift.

Overtime pay computations for non-exempt bargaining unit employees must be made solely in accordance with the Fair Labor Standards Act (FLSA) regulations in 5 CFR Part 551 and this Agreement. Employees are not eligible for overtime pay for work in excess of eight (8) hours in an administrative workday, except in cases where they have been called in before the beginning, or held over beyond the end, of their scheduled shift. For the purpose of this provision, all hours in a paid leave status are considered hours of work.

Non-exempt employees shall receive Base Pay plus one-half (1/2) of their regular rate for all FLSA overtime work. Overtime pay is paid in addition to any other premium pay and/or differentials, regardless of when the overtime was assigned to the employee. The increment of payment shall be one (1) minute. All time worked, including hours and minutes, shall be recorded on a daily basis.

Overtime shall not normally be canceled without seven (7) days notice.

When an employee is called in before or held over past his/her regularly assigned shift, he/she will be provided the opportunity to work one (1) hour of overtime.

If an employee is scheduled/called in to perform overtime work on his/her regular day off, he/she will be provided the opportunity to work eight (8) hours.

The remedy for employees determined to have been bypassed for overtime shall be straight time pay for twenty-five percent (25%) of the number of overtime hours the employee would have worked had he/she not been bypassed.

The express terms of this Article apply separately and distinctly to each of the following bargaining units: Air Traffic Controllers, Traffic Management Coordinators/Specialists, FSS, and NOTAM Specialists.