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Overtime Offering

Have you ever wondered how the overtime offering list is calculated and why although you may only remember being offered and/or working a certain amount of overtime you may actually show a larger number on the overtime offering list?

 

If you don’t know what I am talking about then this is another reason to read further.  In our agency any hours over and above our scheduled 37.5 average weekly amount are overtime hours.

 When overtime hours are offered regardless of whether you work them or not you are credited with them, see below. 

Management is obligated to attempt to make overtime offering equitable amongst staff at each work location individually over a 12 month period.  For us in Southern MB that 12 month period just ended March 31st and a new one has started.

Management is also obligated under normal circumstances to offer overtime to the person lowest on the list to meet with the requirements of equitability.

I encourage each one of you to check the overtime offering list that management provides on a regular basis to ensure that overtime is not being charged against you when it shouldn’t be and to become familiar with the cycles and amount of overtime you are being offered. 

If your work location does not have a printed off overtime offering list then ask your Superintendent for one on a regular basis.  It is a simple task of printing off a screen from CAS showing the employees and the hours they have been offered this accounting period.

I am attaching a link from the Manager’s website and two of the points that correspond with the above.  I am also attaching a portion of the contract that deals with overtime, refer to your contract for any clarification of that section.

Brother Roy Bridgeman

CEUDA MB 2nd VP

 

 

Here is an exert from from Guidelines for Operational Efficiencies – Customs

http://infozone/english/r3510200/bmd/sections/pprmitd/OMMI/OEGuidelines/OE_Guidelines-Customs_English.htm#How_overtime_is

27-Procedure For Offering Overtime

  • The employee is responsible for providing a telephone number where he/she can be contacted quickly if he/she is interested in overtime. Only one attempt should be made by management to contact the employee by telephone. Where management is obliged to offer overtime through the use of an answering machine or pager, the offer will be deemed to be refused unless the employee accepts the offer within the time limit prescribed by the manager.
  • Where the manager is aware of the need for more than one overtime opportunity on the same day, he/she should offer the choice to the employee. The employee is then credited with only one offer i.e. the one accepted or the longest one if all offers are refused. Otherwise specific offers must be made and credited for each overtime requirement on a particular day.
  • Employees who do not wish to be asked for overtime duties must advise management in writing of this preference. These employees will not be called for voluntary overtime work. Should an employee wish to be reinstated on the overtime call-out list, he/she must advise management in writing of his/her request to be called once again for voluntary overtime work.
  • Employees returning to their work area will assume the greater of:
    • the work average of overtime offered or the number of overtime hours recorded for that employee on their date of departure

32-Method of Crediting Overtime Hours Offered/Worked

  • A running total will be kept of all overtime hours offered/worked under the following circumstances:
    • Employee contacted for overtime but refused: Action-credit the employee with the number of overtime hours offered.
    • Unable to contact employee: Action-credit the employee with the number of overtime hours, which would have been offered.
    • Employee accepts and works the overtime: Action-credit the employee with the overtime hours worked.

Note:

  •  
    •  
      • Overtime hours recorded must not be converted to the applicable overtime rate
      • Where minimum payment applies, record only the actual overtime hours worked
      • Where the actual number of overtime hours worked exceeds the number of hours offered, record the former

COLLECTIVE AGREEMENT

http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/coll_agre/table1_e.asp

ARTICLE 28

OVERTIME

Excluded Provisions

28.01 Compensation under this Article shall not be paid for overtime worked by an employee at courses, training sessions, conferences and seminars unless the employee is required to attend by the Employer.

Alternate provisions

28.02 This Article does not apply to certain employees classified as ST, CR or AS (see provisions of Appendix "B").

28.03 Paragraph 28.06(b) does not apply to certain employees of the Department of Citizenship and Immigration.

28.04 General

(a) An employee is entitled to overtime compensation under clauses 28.06 and 28.07 for each completed period of fifteen (15) minutes of overtime worked by him or her:

(i) when the overtime work is authorized in advance by the Employer or is in accordance with standard operating instructions,

and

(ii) when the employee does not control the duration of the overtime work.

(b) Employees shall record starting and finishing times of overtime work in a form determined by the Employer.

(c) For the purpose of avoiding the pyramiding of overtime, there shall be no duplication of overtime payments for the same hours worked.

(d) Payments provided under the Overtime, Designated Paid Holidays and Standby provisions of this Agreement shall not be pyramided, that is an employee shall not receive more than one compensation for the same service.

28.05 Assignment of Overtime Work

(a) Subject to the operational requirements, the Employer shall make every reasonable effort to avoid excessive overtime and to offer overtime work on an equitable basis among readily available qualified employees.

(b) Except in cases of emergency, call-back or mutual agreement with the employee, the Employer shall, wherever possible, give at least four (4) hours' notice of any requirement for overtime work.




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