From the standpoint of the union:

Management shows favoritism and selectively chooses certain employees to get overtime.

Management takes away the overtime of workers when they get out there and start doing our jobs; we were hired to do a job and management keeps taking away our rights to overtime.

Questions that need to be answered in the discussion forum:

Should a supervisor (management) be allowed to work alongside an employee covered by the CBA and thereby minimize or eliminate the opportunity for employees to earn overtime?

Specifically, how should the overtime be distributed to ensure it is done in a fair and equitable manner?

If an overtime list is created, how should it be managed since there are certain workers qualified for some tasks but not others? Should there be several task specific lists created, or an overall shop list?

How does seniority play a role in how overtime is scheduled?

Human Resources management

OL 318 Module Five Discussion: CBA Exa

m

ple—Employee Wages and Benefits

For use in Task 5-1, Discussion Board forum: Collective Bargaining—Employee Wages and
Benefits, in preparation for Final Project Milestone Two.

The following Collective Bargaining Agreement Example is provided as a starting point for the
development of a more detailed section that would eliminate confusion and conflict
surrounding the specific issues of employee protective clothing, equipment, and tools.

From the standpoint of management:

 Overtime has been abused in the past; employees would work slowly during the day to
ensure plenty of work after hours.

 We should all be a team and work together to get the extra tasks completed, regardless
of who is doing the actual work; the budget limits how much overtime we can give out
so sometimes the supervisors need to help get the job done.

 No matter how we divide up overtime, there are always complaints from the workers.

From the standpoint of the union:

 Management shows favoritism and selectively chooses certain employees to get
overtime.

 Management takes away the overtime of workers when they get out there and start
doing our jobs; we were hired to do a job and management keeps taking away our rights
to overtime.

Questions that need to be answered in the discussion forum:

 Should a supervisor (management) be allowed to work alongside an employee covered
by the CBA and thereby minimize or eliminate the opportunity for employees to earn
overtime?

 Specifically, how should the overtime be distributed to ensure it is done in a fair and
equitable manner?

 If an overtime list is created, how should it be managed since there are certain workers
qualified for some tasks but not others? Should there be several task specific lists
created, or an overall shop list?

 How does seniority play a role in how overtime is scheduled?

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ARTICLE 37

OVERTIME

A. The Employer agrees to an equitable distribution of overtime. Overtime will be assigned for
accomplishment to those employees in an organizational unit where the overtime has become
necessary and who would normally perform such work during a regular duty assignment.
Overtime is the sole responsibility of the organization supervisor. The Employer will not be
restrained from giving consideration to matters of health and differences in individual
productivity where supervision is either restricted or absent, special skills, requirements and
continuity of work.

B. The Employer agrees that unless it gives written notice, neither it nor any function will
unilaterally take or permit action that will arbitrarily extend the normal workday without paying
overtime or compensatory time, as applicable.

C. The Employer agrees to give first consideration to bargaining unit employees in the
assignment of overtime before assigning such duties to non-unit employees. Such
consideration will include health and safety factors, budget constraints, and employee
qualifications.

2

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