Alternative Work Arrangements. Academic Professionals may request an alternative work schedule 24 with their supervisors. The alternative work arrangement options are listed below. In some situations, a 25 combination of the options below may be appropriate. The work arrangements are subject to the 26 approval of their supervisor. The process for requesting an alternative work arrangement and the 27 criteria for approval is outlined in (d) below. 28
Alternative Work Arrangements. 47.1 Alternative Work Arrangements (AWAs) include: compressed work week, flexible hours, job sharing and telecommuting. AWAs may be entered into by mutual agreement between an employee and his or her manager. In considering any AWA, the manager will consider, in good faith, both the employee’s request and the operational viability of the AWA for the work site. A manager’s approval of an alternative work arrangement shall not be unreasonably withheld.
Alternative Work Arrangements. 19.0.1 Alternative hours of work may be implemented by mutual agreement of the OOS Manager and the employee(s). These arrangements are appropriate only where operations do not require routine and standardized hours of work. All positions of the same or similar requirements must be given equal consideration. Consideration of work events such as team meetings and core duties must be given when adjusting time or making appointments to ensure maximum participation in workplace activities.
Alternative Work Arrangements. 15.8.1 The parties recognize the intent of alternate work arrangements is to improve work life balance for employees. Alternative work arrangements may also be of benefit to the Authority. Although a variety of arrangements are available, an employee will not be obliged to accept such an arrangement.
Alternative Work Arrangements. A. The Judiciary may approve employee initiated requests for alternative work schedule arrangements such as alternate work week, compressed work week or telecommuting as permitted by Judiciary policy.
Alternative Work Arrangements. Subject to Agency approval, the following types of alternative work arrangements may be utilized to allow an employee to work from home or at an alternate location on a short-term, ad hoc basis:
Alternative Work Arrangements. 21.01 The parties recognize and agree that the intent of alternative work arrangements (AWA) is to improve work-life balance for employees. Such arrangements may also be of benefit to the Employer.
Alternative Work Arrangements. 40.01 Employees shall have the opportunity to consider alternative work arrangements such as reduced work arrangement and job sharing in accordance with the terms set out below and the parties agree to consult as required regarding the application and implementation of these alternative options as part of their joint commitment to promote these beneficial workplace alternatives. The approval, denial or termination of an alternate work arrangement by the Employer shall not be a grievable matter and thereby is not subject to Articles 19 & 20 of the Collective Agreement.
Alternative Work Arrangements. Alternative work arrangements may be made by written mutual agreement between the Employer and the affected employee. Alternative schedules must be authorized in writing by the Director or designee and may be rescinded at the Director or designee’s discretion. The Director or designee may vary an alternative work schedule to provide coverage outside the alternative work schedule, with as much advance notice as possible. For the duration of this agreement, the Director or designee’s decision to approve, rescind, or vary an alternative work arrangement shall be exempt from the grievance procedure.
Alternative Work Arrangements. 24.3.1 In the event that any of the Employer’s bargaining units takes strike action, the Employer may request the Employee undertake an alternative work arrangement which may include working from home or at an alternate site. If it is an alternate site, the location will be equipped with the necessary tools, communications and technology to enable the Employee to continue productive work.
