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The employee would be offered the Saturday. In accordance with the overtime policy, the employee is offered the next available overtime whatever it might be. The employee would continue to be offered the next overtime as long as he/she is low on the list.

Yes, you would go down the list from low to high hours asking employees if they would like to work. After you have gone through the entire list and have an insufficient number of employees to work, you would then draft the low senior employee. It is preferable to maintain a separate list of employees by seniority for use when drafting. Employees should be drafted in seniority order on a rotating basis each time a draft is required by going from least senior to most senior with each successive draft so that the least senior is not forced each time.

The employee would be allowed to work the Saturday overtime but would be charged the appropriate number of hours for both Saturday and Sunday.

Yes, the 50 hour spread still applies. We need to cross train people so we do not violate the 50 hour margin.

Yes, employees will be charged for all offered work, either as “worked” or “refused.” Employees that work only one of the two offered days would be charged paid hours worked for the day they worked and paid hours refused for the day they refused. For example, an employee offered Saturday and Sunday that could work 8 hours Saturday but refused 8 hours Sunday would be charged W/12 on Saturday and R/16 on Sunday.

Yes, as long as the employee works some time on the Friday they should not be replaced for the weekend overtime and should be allowed to work. If an employee leaving work on Friday says he cannot be in on the weekend, he may be replaced and should be charged for refused hours if he is leaving before lunch, or double charged hours if leaving after lunch on Friday.

All charges are “Paid” hours. An employee called in for 4 hours on Saturday would be charged 6 hours.


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