A publication of the National Air Traffic Controllers Association
Issue link: http://natca.uberflip.com/i/715503
42 The Union will provide a current seniority list to the Employer concurrent with the establishment of the roster and concurrent with the annual resetting of the roster. Section 4. Upon request, a current copy of the overtime roster shall be provided to the Union. Section 5. If an employee assigned to work overt ime can secure a qualified replacement, he/she shall be relieved of the assignment. If the employee cannot secure a qualified replacement, the employee will work the overtime. Section 6. It is recognized that certain factors (i.e., leave, skill requiremen t, etc) may cause temporary imbalances in the equitable distribution of overtime. Section 7. Employees assigned to work overtime will be given as much advance notice as possible. It is recognized that at times there may be little advance notice possible in scheduling overtime because of unforeseen mission requirements. In the event an employee does not desire to work overtime , the employee's request to be excused from overtime work should be accommodated, if operational requirements permit, or if another employee volunteers to work the overtime in accordance with Section 4. Section 8. An employee called in to perform overtime work on his/her regular day off, will be provided the opportunity to work eight (8) hours unless exceeding duty time and rest int erval requirements. Section 9. When an employee is called in before or held over past his/her regular assigned shift, he/she will be provided the opportunity to work two (2) hours of overtime, provided such time remains in the o perating hours of the fac ility, and subject to management's determination as to what work will be performed IAW Article 5. Section 10. The Parties at the facility will jointly develop the format of the overtime roster (i.e. name, contact number, hours worked, hours offered and t otal hours). ARTICLE 26 OUTSIDE EMPLOYMENT Section 1. Employees may engage in outside employment if the activity does not conflict or bring discredit or criticism on the employee and/or the