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PHASE 2 GUIDE · OVERTIME & SHIFT / SCHEDULE CHANGES
Working Hours Summary
Was your shift changed without notice? Were you skipped for overtime, or forced into it unfairly? Start here. This summary explains the two things employees ask about most: how much notice management must give before changing your shift or schedule, and how overtime must be distributed. The NNSY–TVFEMTC Collective Bargaining Agreement is the controlling source — always confirm the exact wording in the original CBA.
Pathway 2 · Shift / Schedule Change Notice
- The CBA sets the advance notice management must give before changing your shift, tour of duty, or work schedule.
- Write down when and how you were told, who told you, and the new hours.
- Do not refuse a direct order — follow it, then raise the issue with your steward.
- An improper change may be grieved; see the Grievance guide for time limits.
Pathway 1 · Overtime Distribution
- The CBA requires overtime to be distributed fairly and equitably among qualified employees.
- Ask to see overtime records for your shop or work group.
- Keep your own log of overtime offered, worked, and declined.
- If you were bypassed, contact your steward promptly — grievance time limits apply.
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EMPLOYEE PROBLEM-SOLVING GUIDE · OVERTIME & SCHEDULE
Overtime & Shift / Schedule Rights
A step-by-step guide to mandatory vs. voluntary overtime, fair distribution of overtime, and shift or schedule changes under the NNSY–TVFEMTC Collective Bargaining Agreement. The CBA is the controlling source for this guide.
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PATHWAY 1
Overtime
- Overtime pay
- Fair distribution of overtime
- Overtime notice and call-back
- Overtime records
- Meals and transportation after overtime
PATHWAY 2
Shift / Schedule Changes
- Basic workweek
- Schedule changes and notice
- Shift hours and lunch
- Breaks
- Shift assignment and rotation
- Moving tools and equipment
What Happened?
Overtime situations
- I was ordered to work overtime I believe should be voluntary.
- Overtime was given to someone else and I was passed over or skipped.
- I was assigned overtime unfairly.
- I was told to work off the clock.
- I was called back outside my scheduled hours.
- My overtime or shift pay is missing or wrong.
Shift / schedule situations
- My shift or work schedule was changed with little or no notice.
- I was moved to a different shift.
- My request to change my schedule or shift was denied.
What Should I Know?
- The CBA controls how overtime is assigned and how shift and schedule changes are made. Read the exact wording in the Original CBA.
- Whether overtime is mandatory or voluntary depends on what the CBA says. Don't go by rumor or shop habit.
- Don't refuse a direct order on your own. Talk to a steward first, because refusing can lead to discipline.
- If you are called in for questioning about overtime or attendance, you may have representation rights. See the Representation guide.
Pathway 1 · Overtime (Article 16)
Overtime Pay
- Overtime is paid at applicable rates, including shift differential.
- Unit employees receive at least time and a half over 8 hours per day or 40 hours in the basic week.
- Work before or after scheduled hours must be compensated.
Fair Distribution
- Overtime is not a reward or penalty.
- Distribution is fair and considers work requirements, special skills, dependability, shift, and job rating.
- Temporary imbalance is allowed for insufficient qualified employees, essential continuity, special nontransferable skills, TAD, leave, call-back, or emergency, but not to defeat fair rotation.
- Declined hours count as worked when a qualified willing replacement is found.
- Holiday work counts as overtime for distribution.
Notice & Call-Back
- Anticipated overtime notice is due by the end of Thursday's normal shift.
- Unanticipated overtime notice is personal as soon as practicable.
- Call-back outside and unconnected with scheduled hours pays at least 2 hours, even if work cannot be used.
Overtime Records
- Foremen keep worked/declined records; stewards may inspect them.
- Records run 1 year and old records remain 6 months.
Meals & Transportation
- After more than 5 overtime hours, a non-pay lunch is normally scheduled unless constant attention is required.
- Reasonable transportation help is provided after qualifying unscheduled overtime when requested.
Pathway 2 · Shift / Schedule Changes (Article 15)
Basic Workweek
- The basic week is 40 hours over 5 days, Monday-Friday when possible.
Schedule Changes & Notice
- Schedules are set in advance for at least one week and kept stable as practical.
- Known changes are communicated as soon as decided.
- Changes under one week are discussed with the employee, though management retains the right to change schedules.
Shift Hours & Lunch
- First shift: 7:20-4:00, lunch 11:20-12:00.
- Second shift: 3:30-midnight, lunch 7:30-8:00.
- Third shift: 11:40-7:40, with on-clock lunch when it does not interrupt operations.
Breaks
- Approximate 10-minute breaks are hours worked.
- Breaks cannot be carried over and are not meal periods.
Shift Assignment & Rotation
- Volunteers are considered first for second/third shift.
- Otherwise qualified employees rotate, generally no more than approximately 90 days unless requested and approved.
Moving Tools & Equipment
- Directed movement of tools and equipment within the Shipyard is on the clock.
What Should I Do Now?
- Write down the date, time, who gave the order or made the change, and exactly what was said.
- Record the notice you received, hours worked, assignment, qualifications, schedule and pay.
- Write down who else was offered or assigned the overtime, if you know.
- Request overtime records, and keep copies of your timecards, timesheets, pay statements and any schedule notices.
- Contact your steward promptly. Don't wait, because time limits apply.
âš Warning
- Do not work off the clock.
- Don't refuse a direct order on your own. Talk to a steward first, because refusing can lead to discipline.
Important Deadlines / Time Limits
- Ordinary grievances start within 15 workdays; movement deadlines are 5 workdays.
- Overtime and schedule disputes follow the time limits in the CBA's negotiated grievance procedure.
- The clock usually starts on the date of the event or the date you became aware of it. Check the CBA for the exact rule.
- Anticipated overtime notice is due by the end of Thursday's normal shift.
- Overtime records run 1 year and old records remain 6 months.
- Missing a time limit can end your claim. See the Grievances guide for the controlling time limits.
Forms / Documents
- Your written notes (date, time, names, what was said)
- Timecards, timesheets and pay statements for the affected pay periods
- Overtime rosters, worked/declined records, sign-up lists or schedules (your steward can help request these)
- Written or emailed shift or schedule change notices
- A grievance form if one is filed. See the Grievances guide.
Who Should I Contact?
- Your shop steward: your first call for any overtime or schedule issue.
- Chief steward: contact along with your steward for distribution and pay disputes.
- TVFEMTC union office: if you can't reach a steward or the issue affects many employees.
- Your supervisor: to ask for clarification. Have a steward present if it turns into questioning.
Escalation Steps
- Contact your steward and chief steward.
- Your steward compares what happened with the CBA's overtime and schedule provisions.
- Your steward raises the issue informally with your supervisor.
- Distribution issues go through the general foreman to the shop superintendent, or on the project route through the Zone Manager to the Project Superintendent.
- If it isn't resolved, a grievance is filed within the CBA time limits; unresolved matters may use Article 33.
- The grievance moves through the steps of the CBA grievance procedure.
- Any further action, including arbitration, is decided by the union under the CBA.
What Happens Next?
- Your steward reviews your notes and records and tells you your options.
- Many overtime and schedule issues are settled informally.
- If a grievance is filed, management responds in writing at each step.
- Any remedy depends on what the CBA provides. Keep working as directed while the issue is being resolved, unless your steward advises otherwise.
- Use the completed Grievances and Representation guides when relevant.
CBA References
- Article 15, Sections 1-9: Hours of Work and Shift / Schedule Change provisions
- Article 16, Sections 1-11: Overtime provisions
- Article 33, Sections 1, 5, 7: Negotiated Grievance Procedure (time limits and steps)
- Union Representation provisions
- Use the Read Original CBA button to confirm the exact article and section wording. The CBA controls over this summary.
Related Guides
Still Not Sure?
Don't guess. Contact your steward or TVFEMTC.
REPRESENTATION TOOLS
Get Help and Check the CBA
Questions about leave, overtime, shift changes, unsafe work, environmental pay, classification, higher-level work, promotion, or apprentice rights? The NNSY–TVFEMTC Collective Bargaining Agreement is the controlling source for these guides. Read the original language and talk to your steward before you act.
Who Should I Contact?
- Your shop or area steward — first stop for any Phase 2 issue.
- Your chief steward — if your steward is unavailable or the issue spans shops.
- TVFEMTC — for escalation, union-level questions, or when time limits are close.
Bring dates, names, schedules, leave slips, overtime records, or position descriptions — whatever applies to your issue.
Need to File or Be Represented?
If a leave, overtime, safety, pay, or classification problem isn't resolved informally, use the completed guides below. Being questioned by management about it? See the Representation guide first.
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