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    I am looking for info on 3 platoon 24 hr work schedules. Need to know on-off schedule and whether you owe days(debit) or get "kelly" days back and what that works out to ie how many ayear or month etc.

    Last edited by ARFF24; 07-30-2003, 09:39 PM.

  • #2
    Email me...

    Please email me at [email protected] for
    information about the 2 on/4 off schedule.
    (aka 48/96)


    • #3
      We work 24's 1 on, 1 off, 1 on, 1 off, 1 on 4 off. 3 shifts A,B,C. Our problem is we don't get paid for sleep time 10 pm to 6 am but we can't leave. We work 24.25 hour shift so the city doesn't have to pay overtime (I'm not real up on FLSA but I belive this is illegal, our lawyers will tell us soon I hope). Whatever you do don't give up anything as far as sleep time or overtime, get up on your FLSA. Hope this helps some. Ian


      • #4
        The City of Las Vegas Fire Rescue runs a 3-4 schedule. 3- 24's with a day in between and then 4 days off. We end up with a 56 hr work week and that gives us FLSA pay for those hours that we work over the regular hours. I can't believe the other guy doesn't get paid for sleep time. What if he gets up for a call , do they get paid for that? That should be a crime. We do not have kelly days but we work a lot of OT. this is a good schedule, espescially if you have a busy Dept. like ours.


        • #5

          The US DOL (dept of Labor) who sets standards for wages, worked hours, workers comp, etc. Clearly states that if you work a 24 hour shift, your employeer doent have to pay you for sleep time, unless your required to remain on the property. Second clause is that your able to get an un-inrrupted nights sleep for at least 5 hours. Any worked time during your sleep time, must be compensated. Also if you get less than the 5 hours of required sleep, your company must pay you for the whole 24 hour shift, without deductions for sleep time. If your intrested and have time you can read all of these and more rules/regulations on the DOL Website. Your Lawyers will also get on this and hopefully get you all some back pay..........theres another thing, your employeer can be charged and have to pay you back pay for the past 3 years. This is the legal limit that your allowed to go back for. So make sure your lawyer is working fastly for you guy!
          D. Hager


          • #6
            They're very right about federal law on compensation, and a 24/48 schedule (work every 3rd day) gives 56 hours each week on average with at least 3 of those being time and a half (over 53 hours is the Garcia issue). If reorganizing is an option, the longterm benefit may be there to hire on a couple more people to create a 4 platoon shift, as 24/72's bring down the average weekly hours.

            Be sure to check up on all pay issues with your employer, from station time to training on or off the grounds as required by your job. FYI: all training required for your job is to be paid for.

            Best of luck!
            Of course, that's just my opinion. I could be wrong
            Dennis Miller


            • #7
              This is from the DOL Website: www.dol.gov

              Application of Principles
              Employees "Suffered or Permitted" to work: Work not requested but suffered or permitted to be performed is work time that must be paid for by the employer. For example, an employee may voluntarily continue to work at the end of the shift to finish an assigned task or to correct errors. The reason is immaterial. The hours are work time and are compensable.

              Waiting Time: Whether waiting time is time worked under the Act depends upon the particular circumstances. Generally, the facts may show that the employee was engaged to wait (which is work time) or the facts may show that the employee was waiting to be engaged (which is not work time). For example, a secretary who reads a book while waiting for dictation or a fireman who plays checkers while waiting for an alarm is working during such periods of inactivity. These employee have been "engaged to wait."

              On-Call Time: An employee who is required to remain on call on the employer's premises is working while "on call." An employee who is required to remain on call at home, or who is allowed to leave a message where he/she can be reached, is not working (in most cases) while on call. Additional constraints on the employee's freedom could require this time to be compensated.

              Rest and Meal Periods: Rest periods of short duration, usually 20 minutes or less, are common in industry (and promote the efficiency of the employee) and are customarily paid for as working time. These short periods must be counted as hours worked. Unauthorized extensions of authorized work breaks need not be counted as hours worked when the employer has expressly and unambiguously communicated to the employee that the authorized break may only last for a specific length of time, that any extension of the break is contrary to the employer's rules, and any extension of the break will be punished. Bona fide meal periods (typically 30 minutes or more) generally need not be compensated as work time. The employee must be completely relieved from duty for the purpose of eating regular meals. The employee is not relieved if he/she is required to perform any duties, whether active or inactive, while eating.

              Sleeping Time and Certain Other Activities: An employee who is required to be on duty for less than 24 hours is working even though he/she is permitted to sleep or engage in other personal activities when not busy. An employee required to be on duty for 24 hours or more may agree with the employer to exclude from hours worked bona fide regularly scheduled sleeping periods of not more than 8 hours, provided adequate sleeping facilities are furnished by the employer and the employee can usually enjoy an uninterrupted night's sleep. No reduction is permitted unless at least 5 hours of sleep is taken.

              Lectures, Meetings and Training Programs: Attendance at lectures, meetings, training programs and similar activities need not be counted as working time only if four criteria are met, namely: it is outside normal hours, it is voluntary, not job related, and no other work is concurrently performed.

              Travel Time: The principles which apply in determining whether time spent in travel is compensable time depends upon the kind of travel involved.

              Home To Work Travel: An employee who travels from home before the regular workday and returns to his/her home at the end of the workday is engaged in ordinary home to work travel, which is not work time.

              Home to Work on a Special One Day Assignment in Another City: An employee who regularly works at a fixed location in one city is given a special one day assignment in another city and returns home the same day. The time spent in traveling to and returning from the other city is work time, except that the employer may deduct/not count that time the employee would normally spend commuting to the regular work site.

              Travel That is All in the Day's Work: Time spent by an employee in travel as part of his/her principal activity, such as travel from job site to job site during the workday, is work time and must be counted as hours worked.

              Travel Away from Home Community: Travel that keeps an employee away from home overnight is travel away from home. Travel away from home is clearly work time when it cuts across the employee's workday. The time is not only hours worked on regular working days during normal working hours but also during corresponding hours on nonworking days. As an enforcement policy the Division will not consider as work time that time spent in travel away from home outside of regular working hours as a passenger on an airplane, train, boat, bus, or automobile.

              Kevin - Notice that there are some lectures/training issues which do not have to be paid.

              Labor laws also vary in each state. Check your local laws. They cannot be any less than the Federal Law but can be more strict than federal laws. Problems arise when employers fail to recognize and count certain hours worked as compensable hours. For example, an employee who remains at his/her desk while eating lunch and regularly answers the telephone and refers callers is working. This time must be counted and paid as compensable hours worked because the employee has not been completely relieved from duty.
              D. Hager


              • #8
                in Houston we have 4 shifts: A,B,C,D we work 24on, 24off, 24on and 5 days off. We do have 2 debit days to maintain 4 men per apperatus. one every third shift. The schedule is great. On the debit days we get 8hrs OT the last 8 hrs.


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