ARTICLE 8
43. No regular employee can be required to work more than 60 hours in a service week.
44. If an employee is sent home in the middle of their scheduled day because of the bar against working employees more than 60 hours in a service week, the employee is entitled to be paid for the remainder of their scheduled day.
45. Holiday leave does not count towards the 60 hour cap.
46. Overtime is not authorized if management orders a letter carrier to finish their route even though the employee has informed management the route cannot be done in eight hours.
47. The reference to part-time employees in Article 8, Section 3, applies to the part-time regular employees only.
48. Management may require a temporary schedule change without payment of overtime providing the schedule change is limited to less than one hour.
49. The Postal Service must award overtime work to individuals on the overtime desired list prior to assigning such overtime work to part-time flexibles.
50. Full-time regular letter carriers may sign both the regular overtime desired list and the work assignment overtime list.
51. Employees are not permitted to sign the overtime desired list in the middle of a quarter.
52. Employees who remove their name from the overtime desired list can be required to work overtime if they have already been scheduled to work it.
53. The work assignment overtime list established on May 28, 1985 creates both a right and an obligation to work overtime on their own assignment on a regularly scheduled day.
54. A T-6 letter carrier who signs the work assignment list works the overtime on all his/her routes unless the regular on the route is also on the work assignment list.
55. An employee on the overtime desired list has the option of accepting or declining overtime on any day.
56. Individuals on light and limited duty may not sign the overtime desired list as referred to in Article 8 of the National Agreement.
57. ODL employees must be maximized prior to utilizing casuals.
58. The Postal Service may utilize a criteria of who is best qualified to assign overtime.
59. In order to determine whether or not overtime is equitably distributed, opportunities are the sole criteria used.
60. Overtime worked by a letter carrier on their own route is not counted as an overtime opportunity for the purpose of administration of the ODL.
61. Management may not remove an employee's name from the ODL during the quarter.
62. Postal management may not seek volunteers to work overtime.
63. Reserve carriers and unassigned regulars who are on the work assignment list are available for overtime only if they hold a current opt.
64. Management may require non-ODL carriers to work overtime during route inspections.
65. Management may not require a non-ODL carrier to work overtime during a one-day count.
66. Employees who temporarily change their schedule with a Form 3189 are prohibited from working overtime.
67. An individual called in on their non-scheduled day can negate the Article 8 guarantee by filling out Form 3971 for personal reasons.
68. The term "auxiliary assistance" includes PTFs at the regular overtime rate.
69. Management may grant annual leave to a PTF thereby forcing a regular to work mandatory overtime.
70. VOMA's may sign the overtime desired list of whatever craft they were in prior to the awarding of the VOMA position.
71. A 204-B working in the city letter carrier craft can voluntarily waive out-of-schedule pay while they are on detail to a higher level assignment and worked outside of their bid schedule.
72. 204-Bs cannot be utilized in lieu of a bargaining unit employee for the purpose of bargaining unit overtime.
73. A 204-B may not sign the overtime desired list.
74. Part-time regulars' normal work week is five service days and management may not use them six days.
75. There is no contractual obligation to pay out-of-schedule premium to an employee in a training situation.
76. A part-time flexible employee is always guaranteed either two or four hours depending on the size of the installation when they work a split shift.
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