TABLE OF CONTENTS
ARTICLE DESCRIPTION PAGE
1 Recognition and Definitions 1
2 Management Rights 2
3 Special Conferences 3
4 No-Strike Guarantee 4
5 Non-Discrimination 5
6 Union Security 6
7 Dues or Service Charge Check-off 9
8 Bulletin Boards 12
9 Work Schedules 13
10 Classifications and Wages 16
11 Overtime 17
12 Shift Premium 22
13 Rates of Pay on Transfer 22
14 On Call Pay 23
15 Call Back Pay 25
16 Seniority Definitions and 25
Loss of Seniority
17 Seniority List 28
18 Employee Address and Seniority 29
Lists
19 Probationary Employees 30
20 Job Posting and Transfer Procedure 31
21 Layoff and Recall Procedures 35
22 Other Transfers 37
23 Sickness or Injury Disability 38
Income
24 Holidays 47
25 Christmas/New Year Season Days 48
26 Vacations 51
27 Funeral Leave Pay 54
28 Jury and Witness Service 55
29 Annual Military Duty 56
30 Leaves of Absence 56
31 Group Life Insurance 61
32 Health Insurance 61
32a Other Flex Benefits 64
33 Travel Accident Insurance 64
34 Long-Term Disability Plan 65
35 Retirement Plan 67
36 Longevity Pay 68
37 Tuition Refund Program 69
38 Continuing Education 70
39 Safety 71
40 Discipline 73
41 Union and University Representation 75
42 Grievance Procedure 78
43 Arbitration 84
44 Miscellaneous 87
45 Waiver 88
46 Term of Agreement 89
Appendix A Wage Schedule A 90
Apprentice Rates 94
Lead Person Pay 95
Joint Apprenticeship Committee 96
Lead-Paint Abatement 97
Tunnel Premium 97
Appendix B Plant Department Steward 98
Structure by Classification
Combination
Hospital Plant Steward 99
Structure by Classification
Combination
University Housing Facility 99
Steward Structure by
Classification Combination
Information Technology Central 100
Services Steward Structure by
Classification Combination
Appendix C Bulletin Board Locations 101
Appendix D Overtime Units of Distribution 102
Memorandums of Understanding:
1-Advisory Committee 103
2-Overlap 104
3-Temporary Help 106
4-Work Schedule Option/Overtime Pay 107
5-Overtime Distribution 108
6-Overtime 109
7-Sickness or Injury Disability Income 110
Usage
8-Vacation Recording 111
9-Leaves of Absence/Notification to 112
10-Retirement 113
11-Long Term Disability Plan 114
12-Union Representation 115
13-Extracurricular Committees 116
14-Tape Recordings 117
15-Layoff Payments 118
16-Panel of Arbitrators 119
17-President 120
18-Benefits 122
19-Apprentice Job Openings 123
20-First Aid Training 124
21-Prescription Drug Co-Pays 125
22-Seniority Group Merger 126
23-Vacation Time Accrual 127
24-Health Reimbursement Account (HRA) 128
25-Lunch and Rest Periods 129
26-Apprentice Reimbursement 130
27-Dental Plan 133
28-Paper Disciplinary Layoff 134
1 The Regents of the University of Michigan (hereinafter called the "University") and the University of Michigan Skilled Trades Union, Inc. (hereinafter called the "Union") agree as follows:
ARTICLE 1
RECOGNITION AND DEFINITIONS
SECTION A
DESCRIPTION OF UNIT
2 Pursuant to and in conformity with the Certification issued by the Michigan Labor Mediation Board on November 17, 1967 in Case No. R65 H-25, and subsequent negotiations between the parties, and subsequent certifications from the Michigan Employment Relations Commissions, the University recognizes the Union as the exclusive representative for the purposes of collective bargaining in respect to wages, hours, and other conditions of employment for all employees in the following bargaining units:
3 Electricians; Sheet Metal Workers; Roofers; Roofer and Sheet Metal Helpers; Painters, including Sign Painters and Spray Painters; Masons; Plasterers; Carpenters, including Carpenter Machinists; Cabinet Makers; Communications Worker; Heavy Equipment Operator Underground Specialists; High Voltage Electricians; HVAC Control Specialists; Plumber Pipe-Fitters, including Pipe Coverers and Steam Fitters; Heavy Equipment Operators; Telecommunication Specialists; Telephone Installer Repairpersons; Welders; Construction Laborers; Material Expediter-Trades; Sanitary & Storm Water Systems Specialist; AC & Refrigeration Mechanic; Industrial Electrician; Industrial Machinist; Fire Alarm Electrician; Elevator Mechanic; Central Power Plant Electrician; Glazier; and all Apprentices to the foregoing at any location or facility of the University of Michigan; EXCLUDING Temporary and Student Help; Professional Employees; Teaching Faculty; Research Staff; Office Clerical Employees; Technical Employees; Supervisors, and all other employees.
SECTION B
DEFINITIONS
4 1. The term "employee" and "employees" as used in this agreement (except where the agreement clearly indicates otherwise) shall mean only an employee or employees within the bargaining unit described in Section A.
5 2. The term “temporary help” shall mean any individual or individuals whose employment is limited in duration, unless otherwise agreed to by the Union, to not more than (100) work days, within the same department or seniority group, during the consecutive twelve (12) month period beginning with the individuals date of hire, except that the employment of any such individual hired during the months of April or May shall not exceed 150 work days or October 31, whichever occurs first. Temporary help is intended to be used for 1) a specific project, 2) the purpose of relieving employees who are absent due to sickness or injury, leave of absence, or vacation, or 3) augmenting the regular work force of employees to meet the requirements of the University that may be occasioned by termination, dismissal, increased workloads, or other conditions that may create short-term staffing shortages.
(See Memorandum of Understanding-3)
6 3. The term "full-time employee" shall mean an employee whose normal schedule of work is forty (40) hours per calendar week.
7 4. The term "part-time employee" shall mean an employee whose normal schedule of work is less than forty (40) hours per cal- endar week.
ARTICLE 2
MANAGEMENT RIGHTS
8 The University retains, solely and exclu- sively, all its inherent rights, functions,
duties, and responsibilities with the un- qualified and unrestricted right to deter- mine and make decisions on all terms and conditions of employment and the manner in which the operations of the University will be conducted except where those rights may be clearly, expressly, and specifically limited in this agreement. It is expressly recognized, merely by way of illustration and not by way of limitation, that such rights, functions, duties, and responsibilities which are solely and exclusively the responsibility of the University include, but are not limited to: (1) full and exclusive control of the management of the University, the supervision of all operations, methods, processes, means, and personnel by which any and all work will be performed, the control of property and the composition, assignment, direction, and determination of the size and type of its working forces; (2) the right to determine the work to be done and the standards to be met by employees covered by this agreement; (3) the right to change or introduce new operations, methods, processes, means, or facilities, and the right to determine whether and to what extent work shall be performed by employees; (4) the right to hire, establish, and change work schedules, set hours of work, establish, eliminate, or change classifications, assign, transfer, promote, demote, release, and lay off employees; (5) the right to determine the qualifications of employees and to suspend, discipline, and discharge employees for cause and otherwise to maintain an orderly, effective, and efficient operation.
9 Nothing in this Article shall be construed to prevent a filing of a grievance in accordance with Article 42.
ARTICLE 3
SPECIAL CONFERENCES
10 At the request of either the Union, or the University, Special Conferences shall be held for the purpose of considering matters of mutual interest other than grievances under consideration in the Grievance Procedure, provided that mutually acceptable arrangements can be made. Safety, Apprenticeship Training, Insurance and other benefit plans will be appropriate subjects for Special Conferences. All such Special Conferences shall be arranged through a designated representative of the University Human Resource Office. Employees, not to exceed four (4), shall not suffer loss of time or pay when attending Special Conferences during their normal working hours. Conferences may be attended by officials of the Washtenaw County Skilled Building Trades Council, Inc. At the request of either the University or the Union the other party will respond in writing to written matters of mutual interest presented by either party within fourteen (14) calendar days of the date of the Special Conference, unless both parties mutually agree to another time limit.
ARTICLE 4
NO-STRIKE GUARANTEE
11 Under no circumstances shall the Union, its officials, affiliates, or its members prohibit or restrict the right of any person to unlimited ingress and egress of University premises, nor shall any employee or employees cause or take part in any strike, work stoppage, sit down, slow down, curtailment of work, restriction of production, or any picketing or similar dem-onstration at any location on the University
premises during the term of this agreement. This shall not be construed as limiting in- dividual participation in an activity that is unrelated to the employment relationship.
12 In the event of any such action or inter-ference and on notice from the University, the Union, without any delay, shall take whatever affirmative action is necessary and is within its authority and power to prevent and bring about the termination of such action or interference. Such affirmative action shall include the immediate disavowal and refusal to recognize any such action or interference, and the Union immediately shall instruct any and all employees to cease their misconduct and inform them that their misconduct is a violation of the agreement subjecting them to disciplinary action, including discharge.
13 In addition, the Union shall, within twenty-four (24) hours of notice to the Union by the University of any such action or interference, deliver the following notice to the University:
"To all employees of the University represented by The University of Michigan Skilled Trades Skilled Trades Union:
"You are advised that the action against and interference with the opera- tions of The University of Michigan which took place (date) is unauthorized by the Union and in violation of the collective bargaining Agreement. You are directed to cease this action and interference immediately."
14 An authorized official of the Union shall sign the notice.
15 In the event that an employee or em-ployees shall refuse to cease such action or interference, the University agrees that it will not file or prosecute any action for damages arising out of such action or interference against the Union, its officials, or representatives if the Union, its officials, and representatives perform their obligations as set forth in this Article.
16 Nothing herein shall preclude the Univer-sity from seeking legal or other redress of any individual who has caused damage to or loss of University property or from taking disciplinary action, including discharge, against any employee.
17 In the event of any such action or inter-ference, the University may suspend all ben-efits under this Agreement with respect to any employee taking part in the action or interference.
ARTICLE 5
NON-DISCRIMINATION
SECTION A
18 Neither the Union, its officials, its employees, its affiliates, nor its members shall discriminate against, intimidate, coerce, or interfere with any University em-ployee, whether represented by the Union or not, with respect to the employee's work, or with respect to Union activities, or membership or the right to refrain from engaging in any Union activities or membership.
SECTION B
19 The University shall not discriminate against, restrain, intimidate, or coerce any
employee with respect to or because of the employee's membership or lawful Union activity.
SECTION C
20 The University and the Union agree that there will be no discrimination in the application of this agreement because of race, sex, age, creed, color, or national origin, or any other factor prohibited by applicable federal and state laws.
21 Nothing in this agreement shall be construed to prevent the University from making reasonable accommodations to persons with disabilities as required by State and Federal laws.
22 Nothing in this Section shall be con- strued to prevent an employee alleging dis- crimination from exercising constitutional or statutory rights which may be available.
ARTICLE 6
UNION SECURITY
SECTION A
23 During the life of this Agreement and to the extent the laws of the State of Michigan permit, every employee, beginning with the month following (1) thirty (30) calendar days after the execution date of this agreement or (2) thirty (30) calendar days after employment in the bargaining unit, whichever date is the later, and monthly thereafter shall tender to the Union, as a condition of continued employment in the bargaining unit, either periodic and uniformly required dues or, in the alternative, a service charge in an amount equivalent to periodic and uniformly required dues. Uniformly required dues or an equivalent service charge as used in this Article and in Article 7 shall mean that amount of uniform dues required by the affiliate of the Washtenaw County Skilled Building Trades Counsel for the classification in which the employee is classified.
SECTION B
24 No employee shall be terminated under Section A of this Article unless:
1. The Union first has notified the employee and the University with the following written letter:
Date
Dear :
According to our records you are delin- quent in not tendering either periodic and uniformly required dues or the service charge in an amount equivalent to periodic and uniformly required dues. The current amount of such delinquency is $_________ for the months of , 20 . Unless such dues or service charge is tendered within thirty (30) calendar days, you will be reported to the University for termination of your employment as provided in Article 6 of our collective bargaining Agreement. A copy of this letter has been sent to The University of Michigan.
Sincerely yours,
Secretary/Treasurer/President
University of Michigan Skilled
Trades Union.
25 2. The Union has furnished the University with written proof that the procedure of Section B (1) of this Article has been followed or has supplied the University with a copy of the letter sent to the employee and notice that the employee has not complied with the request. The Union must specify further, when requesting the University to terminate the employee, the following by written notice:
"The Union certifies that
has failed to tender either the periodic and uniformly required dues or service charge required as a condi-
tion of continued employment under the collective bargaining Agreement and that under the terms of the Agreement the Uni-
versity shall terminate the employee."
SECTION C
26 The Union shall indemnify and save the University harmless from any and all claims, demands, suits, or any other action arising from this Article or from complying with any request for termination under this Article.
SECTION D
27 The University will inform the President when any employee(s) represented by the Skilled Trades Union is scheduled for new employee orientation. During this new employee orientation the University will advise the new employee(s) of their obligation under Section A of this Article and that the employee's obligation under Section A is an express condition of employment. In addition, within five (5) working days after employment, the University shall provide the President, in writing, a confirmation of the University’s Section A discussion with the new employee, including the employee's name, address, and telephone number. The President will also conduct a Union orientation with the new employee(s)for a reasonable period of time, within the new employee orientation schedule. Items such as the employee’s obligations under Section A of this Article, and the Voluntary Authorization for Deduction of Dues or Service Charge form (which will be furnished by the President), will be discussed. The form will be returned to the President at the completion of the Union orientation.
Paragraphs 28-30 deleted in 2004 contract negotiations.
31 Upon completion of the Union orienta-tion, the President shall return the
Voluntary Authorization for Deduction of Dues or Service Charge form to the duly designated University office.
SECTION E
32 Notwithstanding the specific provisions of Article 6, Union Security, the University and the Union agree that if the amount of the service fee is formally challenged by an employee who is not a member of the Union, the Union shall have the sole burden of establishing the legal validity of the fee. During the period of this formal challenge to determine the employee's pro rata share of the Union's cost of negotiating and administering the collective bargaining Agreement, the University shall not be obligated to terminate such employee's employment until the formal challenge has been resolved.
ARTICLE 7
DUES OR SERVICE CHARGE CHECKOFF
33 During the life of this Agreement and to the extent the laws of the State of Mich- igan permit and as provided in this Article, the University will deduct one month's cur- rent uniform and periodic dues or service charge from the pay of each employee who voluntarily executes and delivers to the University the following authorization form:
UNIVERSITY OF MICHIGAN SKILLED TRADES UNION
VOLUNTARY AUTHORIZATION FOR DEDUCTION
OF DUES OR SERVICE CHARGE
I, ,
(Print Name)
(authorize/do not authorize) the University to deduct from wages earned or to be earned by me monthly dues or service charge
(check one) as certified to the University by the financial officer of the Union and to remit the same to the Union at such time and in such manner as may be agreed upon between the University and the Union.
This authorization and direction shall be effective until revoked in writing by me on a form provided by the University or until the termination of the collective bargaining Agreement between the University and the Union which is in force at the time of delivery of this authorization, whichever
occurs sooner; and I agree and direct that this authorization and direction shall be automatically renewed for the period of each succeeding applicable collective bargaining Agreement between the University and the Union until revoked in writing by me on a form provided by the University or until the termination of each applicable collective bargaining Agreement between the University and the Union, whichever occurs sooner. This authorization and direction shall be automatically revoked upon my termination of employment with the University.
Home Address
Home Phone Number
Signature of Employee
Date of Signing
Date of Delivery to University
Social Security Number
34 The following certification form shall be used by the Union when certifying membership dues or service charge:
CERTIFICATION OF FINANCIAL OFFICER
OF UNION
I certify that the membership dues for
is $
Type or Print
per . The service charge is
$ per .
Date
Signature .
Financial Secretary/Washtenaw County Skilled Building Trades Board
Date of Delivery to University
35 Payroll deductions shall be made only from the pay due employees on the last pay day of each calendar month; provided, however, the initial deduction for any employee shall not begin unless both (1) a properly executed "Voluntary Authorization for Deduction of Dues or Service Charge" and (2) the amount of the monthly membership dues or service charge certified by the financial secretary of the Union has been delivered to the University at a place designated by the University at least thirty (30) calendar days prior to the last pay day of the calendar month. Changes in the amount of the monthly membership dues or service charge also must be delivered to the University at a place designated by the University at least thirty (30) calendar days prior to the last pay day of the calendar month before the change will become effective.
36 An employee may revoke the employee's "Voluntary Authorization for Deduction of Dues or Service Charge" at any time by written notification to the University on a form provided by the University. Payroll deductions shall terminate when a revocation has been delivered to the University at least thirty (30) calendar days prior to the last payday of the calendar month.
37 All sums deducted by the University shall be remitted to the financial secretary of the Union at an address given to the University by the Union once each month by the fifteenth (15th) calendar day of the month following the month in which the deductions were made, together with a list of names and the amount deducted for each employee for whom a deduction was made.
38 The University shall not be liable to the Union by reason of the requirements of this Article for the remittance or payment of any sum other than that constituting actual deductions made from the pay earned by the employee. In addition, the Union shall indemnify and save the University harmless from any liability resulting from any and all claims, demands, suits, or any other action arising from compliance with this Article or in reliance on any list, notice, certification, or authorization furnished under this Article.
ARTICLE 8
BULLETIN BOARDS
39 The University shall provide the Union with space on bulletin boards at various University locations and one key for each glass enclosed lockable board. The boards shall be of the quantity and located as set forth in Appendix C unless the parties mutually agree to a different number and/or a change in location. The Union's exclusive space on these boards shall be for the purpose of posting Union notices and shall be sufficient for posting four (4) 8 1/2 by 11 inch notices. Such notices may be posted during working hours and without loss of time or pay by the steward or alternative steward working at each of the following locations: Medical Hospital, Flint Campus, Dearborn Campus, Housing, and North Campus Housing, and by the President at all locations. In the event that the President does not function as such on a full-time basis as provided for elsewhere in this Agreement, the President may designate a representative who may post such notices at all locations during working hours and without loss of time or pay. These notices shall be of that type:
a. Recreational and social events of the
Union;
b. Union meetings;
c. Union elections, appointments;
d. Results of Union elections.
40 In the event a dispute arises concerning the appropriateness of material posted, the Secretary of the Union and the President will be advised by the University Human Resource Office of the nature of the dispute, and the notices will be removed from the bulletin boards until the dispute is resolved.
ARTICLE 9
WORK SCHEDULES
SECTION A
41 A normal schedule of work for a full-time employee shall be eight (8) hours per day and forty (40) hours per week, excluding non-paid lunch periods. This Section shall not be construed as and is not a guarantee of any hours of work per day or per week, but the normal schedule of work shall not be reduced in order to avoid a layoff unless agreed to in advance by the Union. When an employee's normal schedule of work is changed, it shall be for not less than five (5) workdays.
(See Memorandum of Understanding-4)
42 Lunch periods shall be scheduled as to time and duration by the University. Lunch periods of thirty (30) minutes or more shall be non-paid. Paid lunch periods shall not exceed twenty (20) minutes.
43 There normally will be a rest period which shall be taken at a time determined by the University. Such rest period shall be with pay and shall under no circumstances exceed fifteen (15) minutes for each four (4) hours of work. No employee shall leave the employee's work prior to the beginning of this fifteen (15) minute period and must resume work at the end of this period. The employee may leave his/her work site during the rest period, however, in no case shall any employee use a vehicle during the rest period or to get to a place other than the employee's work site for the rest period, nor shall the rest period exceed fifteen (15) minutes, and the University may prohibit the taking of such rest periods in specific locations of its facilities and grounds. The rest period is intended to be a
recess from work to be preceded and followed by an extended work period. Consequently it may not be used to cover an employee's late arrival to work or early departure, to extend the lunch period, nor may it be regarded as cumulative if it is not taken. It is understood that the Union does not condone any abuse of this Section and that an employee who violates any requirement of this Section shall be subject to disciplinary action.
SECTION B
44 All employees shall be at the place designated by their immediate supervisor, ready for work, at their starting time and shall remain at their work site and continue working until the end of their working period unless otherwise instructed or excused by their immediate supervisor, except that at the end of the work day employees normally will be permitted a period not to exceed ten (10) minutes to wash.
45 When an employee who normally works at job sites in the Ann Arbor area is required to work at a job site outside of the Ann Arbor area, the Plant Department Building, Hospital, Bendix Building or other main-tenance service center on the Ann Arbor campus will be the designated place for starting and quitting, unless the employee lives closer to that job site than to these designated places or otherwise requests and is permitted to start or quit at that job site.
46 In the event that the normal schedule of work of an employee is changed to a shift, for which the employee would be eligible for Shift Premium as provided under Article 12, notice of the shift change shall be given to the employee as soon as practicable but, in any event, not less than fifteen (15) calendar days before the shift change is to be effective. In the event that a new shift is established, which did not previously exist within a seniority group, notice of the new shift change shall be given to the employee as soon as practicable but, in any event, not less than thirty (30) calendar days before the new shift change is to be effective. For temporary shift changes of ten (10) workdays or less, as much notice as is practicable will be given. If the
temporary shift change is for more than ten (10) workdays, notice shall be given to the employee as soon as practicable but, in any event not less than ten (10) calendar days before this temporary shift change is to be effective, unless both parties agree to a shorter notice. In making shift changes, the University will consider the classification seniority of an affected employee within the seniority group and the preference of the employee. The employee with the least classification seniority within the seniority group shall be affected first, provided the employee to be assigned has the requisite skill, knowledge and ability to perform the work required.
SECTION D
47 An employee who wishes to change from one shift to another shift within his/her own classification and seniority group, shall submit a written request to his/her supervisor, identifying a specific position, starting times and work days requested. After making position or shift transfers among employees within a seniority group and prior to posting a regular job opening, all requests for shift transfer from within the
seniority group, which have been on file for at least thirty (30) calendar days at the time a regular job opening occurs, shall be considered by the University for that regular job opening. If an employee has submitted more than one request for transfer, only the most recently dated request will be considered by the University. In making such transfers, employees will be offered the shift in accordance with classification seniority, provided the employee to be assigned has the requisite skill, knowledge and ability to perform the work required, and in such a manner as will not adversely affect the operation of the University, except that a newly hired employee may be assigned to such a regular job opening or shift for the purpose of training and familiarization for a period not to exceed three (3) months. The President will receive written notification where and how such an offer would adversely affect the operation of the University.
48 An employee may request a change from one shift to another shift within the same classification and seniority group by submitting a written request to his/her supervisor identifying a specific position, starting times and work days requested. The University may grant such a request provided
the change does not adversely affect the operations of the University and the employee has the skills and knowledge to perform the work competently. In making such changes when no regular job opening exists, only an employee with less classification seniority than the employee requesting the change shall be displaced.
Notice of the change shall be given to the employee to be displaced as soon as practicable but in any event not less than fifteen (15) calendar days before the change is to be effective. The displaced employee will be transferred to a shift and position within the same classification and seniority group for which the employee possesses the requisite skills, knowledge and ability. The University need not accept or approve such requests for shift change if the requesting employee has had a shift change within the preceding six (6) month period.
ARTICLE 10
CLASSIFICATIONS AND WAGES
WAGE SCHEDULE
49 Wages shall be paid in accordance with the wage schedules as set forth in Appendix A, on a biweekly basis every other Friday throughout the calendar year.
50 If an employee receives a pay check that does not contain their appropriate base pay, the base pay shortage shall be issued by the University not later than the end of the first working day of the University's payroll department following the day the employee's immediate supervisor is notified by the employee, unless mutually agreed otherwise.
51 If there is a non-base pay shortage in an employee's check, correct payment will be made at the request of the employee no later than fourteen (14) calendar days following the day the employee's immediate supervisor is notified by the employee.
SECTION B
CLASSIFICATION DESCRIPTIONS
52 The University shall provide the Union and the President with a job classification description for each job classification title referenced in Appendices A and B. In the event a new job classification is established or an existing classification is changed, the University shall provide a job classification description to the President and the Union not later than fifteen (15) calendar days prior to the effective date of such new or changed classification. Upon request of the President, the President and a reasonable number of non-employee officials of the Union shall be afforded an opportunity to meet and discuss the new or changed classification with representatives of the University.
ARTICLE 11
OVERTIME
SECTION A
OVERTIME PREMIUM
53 An overtime premium computed at one and one-half times the employee's hourly rate plus shift premium and/or lead person pay, if applicable, will be paid for time paid (1) in excess of eight (8) hours in a day or (2) in excess of forty (40) hours in a calendar week for which an overtime premium has not previously been earned.
(See Memorandum of Understanding-4)
54 In calculating the eight (8) and forty (40) hours to determine when the overtime premium is payable, (1) time when actual work is performed and (2) time off work for which pay is received pursuant to Article 23 (Disability Income), Article 25 (Christmas/New Year Season Days), Article 26 (Vacation Time Pay), Article 27 (Funeral Leave Pay), and Article 24 (Holiday Pay), except paid time for a holiday which falls on an employee's scheduled day off, and (3) time off work pursuant to Article 28 (Jury and Witness Service) will be counted. The rates of pay for hours worked on Season Days are specifically addressed in Article 25, Section E, paragraph 153.
SECTION B
PYRAMIDING
55 Overtime premium shall not be pyramided, compounded, or paid twice for the same time paid.
SECTION C
SCHEDULING
56 In general, overtime work shall be vol-untary; provided, however, when at least forty-eight (48) hours advance notice of an overtime assignment is given or when circum- stances do not permit advance notice, an em-ployee will work unless sufficient other em-ployees capable of doing the work are avail-able, in which case an employee who does not
wish to work will be excused from overtime. When practicable, the employee with the least classification seniority who is available within the unit of distribution will work overtime required and assigned.
57 Overtime work shall be assigned to "temp-orary help" only after it has been offered to employees in the same unit of distribution who are available to perform the work. However, "temporary help" may work such overtime as is necessary to complete a job assignment already in progress, provided such overtime is not scheduled or circumstances do not permit advance notice.
58 After twelve (12) consecutive hours of work, there shall be a paid lunch period not to exceed twenty (20) minutes, provided that work resumes immediately following the lunch period.
59 Whenever an apprentice works overtime, at least one (1) employee from the classifica-tion to which the apprentice is an ap-prentice will also be assigned to work over-time unless no such employee wishes the overtime or is available when called.
SECTION D