Re: 911:: New Overtime Regs

[Guest guest]

not here we aren't worried. Apparently it's because we're paid hourly and

follow the anything worked over 40 hours in a 7 day period is overtime rule of

FSLA .

Kathy

[Guest guest]

In a message dated 8/23/2004 9:22:24 PM Pacific Standard Time,

kevin1173@... writes:

Anyone have any news on how the new overtime rules may (or may not) affect

dispatchers? I realize " Police, Firefighters and EMT's " are exempt... but

working for an independent municipal 911 dispatch center, I don't fall into any

of

those categories.

Just wondering if anyone has heard any grumblings from their brass about

possibly losing their OT.

>>>

Hey

When this legislation was first proposed -- I think about a year ago -- I

went to my union rep about it and asked him. He said it was not to worry first

because we are public safety employees and second because the union would not

negotiate away our overtime.

[Guest guest]

> Anyone have any news on how the new overtime rules may (or may not) affect

dispatchers? I realize " Police, Firefighters and EMT's " are exempt... but

working for an independent municipal 911 dispatch center, I don't fall into any

of those categories.

>

> Just wondering if anyone has heard any grumblings from their brass about

possibly losing their OT.

>

>

No changes here.

[Guest guest]

> not here we aren't worried. Apparently it's because we're paid hourly and

> follow the anything worked over 40 hours in a 7 day period is overtime rule

of

> FSLA .

>

> Kathy

I can barely stand to be there 40 hours a week anyway.

[Guest guest]

kj wrote:

>Anyone have any news on how the new overtime rules may (or may not) affect

dispatchers? I realize " Police, Firefighters and EMT's " are exempt... but

working for an independent municipal 911 dispatch center, I don't fall into any

of those categories.

>

>Just wondering if anyone has heard any grumblings from their brass about

possibly losing their OT.

>

>

>

>

We've been told that due to our union contract and California Overtime

regs taking presidence, we will have no change. <keeping fingers crossed

tightly>

Mike

--

miked911@...

Mike Derryberry

Dispatcher II

Kern County Sheriff's Department

Bakersfield, CA

Listen to my department:

http://war.str3am.com:7300/

Listen to Kern County Scanning:

http://war.str3am.com:7460/ or

teamspeak://radio.scannerbuff.net:8767/

[Guest guest]

I'm not too sure on all of it, but what I am understanding is that unless you

fall into certain administrative/executive/supervisory positions, you will most

likely not be affected. As a salaried employee, I had to turn in a list of my

job duties to our HR department, because if, for instance, it is determined that

my job duties require me to actually function in dispatch for more than a

certain percentage of my work hours, then I would most likely be moved from

salaried to hourly and become eligible for OT. At present, based on the

descriptions of the job that I do, I will most likely remain as a salaried

exempt person.

Freida

[Guest guest]

>Apparently it's because we're paid hourly and

follow the anything worked over 40 hours in a 7 day period is overtime

rule of FSLA .<

I doubt there is anything to worry about, however if I understand

correctly, these new regulations may change who is " exempt "

and " non-exempt " . If that's true, there could be a problem.

I haven't researched it, but I'm sure we'll be hearing more

about it.

Weintraut

[Guest guest]

>And I think this only applies to people who make under $23,000 a year.

I'm not sure if that's correct, but sad to say, that would

cover lots of Dispatchers.

Weintraut

[Guest guest]

On Tue, 24 Aug 2004 08:44:30 -0500, Weintraut

wrote:

> >And I think this only applies to people who make under $23,000 a year.

>

> I'm not sure if that's correct, but sad to say, that would

> cover lots of Dispatchers.

Especially in the smaller agencies.

[Guest guest]

In a message dated 8/24/2004 1:21:42 AM Pacific Standard Time,

kevin1173@... writes:

Thanks for the reply. I'm in a little different situation. Although I guess

I would be considered " public safety " , I don't fall into one of the neat

categories of " Fire, EMS or Police Department " . Also, our Department currently

does not have a labor contract. We recently unionized and are working on one

now... but it hasn't been finalized yet.

>>>>

I figure you already know this but something else our union has negotiated

for us is retroactive benefits and pay. So IF your agency does try to say

" oooppps, we're not paying you for it " , your union might be able to negotiate

paying for OT and retroacting it.

Another thing my rep mentioned when we spoke about this is that our business

has tremendous overtime. We often work short staffed or minimum staff. At

least in my city we have to go through a big bru ha ha (sp?) just to get another

position funded. So if someone is out sick or on vacation there's guaranteed

overtime. And what agency doesn't have that happen every now and again? I

know speaking for myself if I " m not going to get paid overtime I'm not going to

answer up. Then they have to mandatory me. We track the mandatory overtime

and then they have to take a look at who is always getting mandatoried and who

manages to avoid it. You get enough mandatory it goes back to the governing

bureau and the union can say " either fund another position or pay overtime so

we don't look like bad guys for always having mandatory overtime " . If an

agency is known for mandatory overtime I think for some people they would take a

second look at working there.

So ask your rep about that if you haven't already.