![]() ![]() If the trading member is late, or lays up, it is the same as any non-traded shift. ![]() Now, when a member trades a shift, the day they trade into becomes their actual work day, and the trade off is an actual off day, just as if it were always scheduled that way. We incorporated trading shifts into our contract. In fact, on our FLSA reporting sheet, trades are not even recorded, so trades have no bearing whatsoever on actual hours worked. If a member trades a day or hours today, they will be paying back that time somewhere in the future. FLSA deals with overtime, working hours, and so on, but trades don’t change the overall number of hours a member is actually working. Without looking at the FLSA itself, I believe that it has nothing to with trades, the concept being that the actual hours worked does not change. I'm sure it gets significantly more difficult as your department gets smaller. We have the advantage that we're a large department with lots of folks working OT and Trades, so there is almost always someone to work. If they fail to show up for work (ie - they forgot they made the trade and are too stupid to see the big, grey box on their TeleStaff Calendar), then they are charged 1.5 times the trade ours from their sick leave account and the District makes a CallBack for OT. Once it's on the books, so to speak, the person that is working in your place is now on the hook. You have to set up the trade and forward the appropriate email to staffing. You are responsible for the trade day, since you're being paid for it. That is, it's your responsibility to keep track of your trades and who owes whom. The District keeps track of the trades through our staffing software (TeleStaff), but it's not considered 'iron clad'. We work the same 3-4 schedule you do, and we have LOTS of trades.Ī trade is specifically when someone other than you works your day.and you still get paid for it.
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