Can anyone help me out understanding my union contract regarding qualifying for full time? It reads:
"an employee shall be classified as a full-time employee at the end of the first sixteen (16) calendar weeks in a row during which the employee's average hours worked equal or exceed thirty-six (36) hours in the basic workweek."
so all i do is add up the last 16 weeks hours I worked, divide by 16 and if it is greater than or equal to 36 I should be switchef to full time, right?
Does it mention anything about whether or not overtime is counted as part of those 36 hours? Shortly before I started, in order to become full time you had to work 40 hours for 12 consecutive weeks. However, Sundays didn't count because they were considered overtime back then.
Nothing about overtime, here is everything else it says on the subject:
"Hours worked in replacement of call offs or other absences (including but not limited to vacations, holidays, leaves, etc.) or voluntary hours in another store will be excluded in computing the thirty-six (36) hour average or counted as part of the consecutive week qualifying period. A weekly average of thirty-six (36) hours pay with no hour exclusion over a thirty-six (36) consecutive week period will qualify an employee for full time. The employees vacation will be excluded from the calculations."
this is where I really start getting confused by the wording they use.
Basically it's saying if you come to work on your day off because somebody called in sick it's not going to count as part of your 36 hours a week average. In other words, if you're scheduled 30 hours and come in on your day off because someone called in and you work 8 hours, you're only going to be given credit for your original 30 hours. The 8 extra hours won't count. So the only way you're going to get full time is if they schedule you or if you manage to stay over enough each day to give you 36 hours. I wouldn't stay over 8 hours because they frown on having to pay time and a half for overtime and it may not count towards your average. I am confused about one thing. The first message you posted says you have to work 16 consecutive weeks, which is typical, at an average of 36 hours per week to get full time. Your followup message says you have to work 36 consecutive weeks.
thats exactly what it says in the agreement. Those are the only two paragraphs in the section on full time. So my understanding is I would have to basically be on the schedule for five days every week, and stay every one of those days enough time to have 36 hours a week, and this could be 16 weeks or 36 weeks, but who knows. Also, vacation and holidays do not count, it has to be hours actually worked, and if I am only scheduled for 4 days, and my department head asks me to come in a fifth day, that fifth day doesn't count??
thats exactly what it says in the agreement. Those are the only two paragraphs in the section on full time. So my understanding is I would have to basically be on the schedule for five days every week, and stay every one of those days enough time to have 36 hours a week, and this could be 16 weeks or 36 weeks, but who knows. Also, vacation and holidays do not count, it has to be hours actually worked, and if I am only scheduled for 4 days, and my department head asks me to come in a fifth day, that fifth day doesn't count??
According to the wording of the contract, if you're working in place of somebody who called, then they don't count. However, if they simply give you more hours, I would assume they do count. It might have to do with how hours your department is budgeted for.
Well that really won't matter but for a long time to come. With associate manager and cold managers being dropped to department heads. They're doing this because they make under the overtime threshold. So if they go down everybody goes down to a different position. If they can't pay them in full time will not be an option for most. This went out to all employees making under the overtime threshold salary they have been dropped to hourly wages. At least here in Dallas
