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. 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.
15.8.2 Requests for alternative work arrangements can be initiated in writing by either the employee or by the Authority. An employee’s request for an alternate work arrangement will receive serious consideraton by the Authority. Final approval of an alternative work arrangement is subject to operational requirements and is at the Authority’s discretion. An employee whose request is denied will receive the reason for the denial in writing. Employees may only participate in one alternative work arrangement program at a time.
15.8.3 All details of an alternate work arrangement will be committed to in writing and signed by the employee and the Authority prior to the commencement of the alternative work arrangement. Cancellation of an alternative work arrangement may occur with a minimum of thirty (30) days written notice from either the employer or the employee except where otherwise specified in this Article. Cancellation of such arrangements will be subject to operational requirements. However, serious consideration will be given to maintaining the alternative work arrangement prior to notice of cancellation being provided. The Union shall be notified in writing of all alternative work arrangements and any cancellation of such arrangements.
15.8.4 It is understood that any alternative work arrangement agreed to by an employee and the Authority will only be applicable to the employee’s assignment at the time the arrangement is approved. It is also understood that any alternate work arrangement will not result in the Authority incurring extra cost or penalties. It is further understood that there shall be no pyramiding of any premiums or benefits to any employee under an alternative work arrangement.
15.8.5 All provisions of the Collective Agreement apply to employees with alternative work arrangements except where otherwise set out in this Article. The employer may backfill on a temporary basis any work created as a result of agreeing to any of the alternate work arrangements.
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. 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.
B. There will be a joint Judiciary Work-Life Committee to identify and evaluate alternative work arrangements and assist in implementation of such arrangements that are feasible and enhance service to the public. The Judiciary Work Life Committee shall consist of equal numbers of labor and management representatives. The Committee will meet at least once per calendar year to review the continuing implementation of the Alternative Work Arrangements Policy and to suggest modifications.
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.
47.2 Arrangements related to compressed work week, flexible hours and job sharing entered into by an employee and his or her immediate supervisor shall be adjusted and amended to reflect the provisions of Article
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:
a. To respond to a family or home emergency that necessitates an employee being physically present but allows the employee free time to perform job tasks;
b. To work individually or as part of a team on a project requiring uninterrupted work time or additional space; or
c. In response to other appropriate ad hoc events such as clean air days or inclement weather. To qualify for such an arrangement, the employee’s alternative-work-arrangement work site must be located within the same state as the employee’s regular duty station. Alternative work arrangements may not be used on a long-term basis and are not considered “telecommuting” under this Article. As such, none of the other provisions of this Article shall apply to this Section.
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.
21.02 By way of example but without limitation, alternative work arrangements may include job sharing, a compressed or reduced work week, or work at home.
21.03 The CMGEU must be notified in writing of all alternative work arrangements, as well as any cancellation of such agreements. Members of the bargaining unit are entitled to union representation when requesting or negotiating an alternative work arrangement.
21.04 Requests for alternative work arrangements may be initiated, in writing, by either the employee or the Employer. The Employer will study all requests and make best efforts to accommodate the employee's request, subject to legitimate operational requirements. An employee's request will not be unreasonably denied.
21.05 All details of an agreed-upon alternative work arrangement will be committed to in writing, and signed by the employee and the Employer prior to commencement of the alternative work arrangement.
21.06 The minimum duration of an AWA agreement is six (6) months; longer agreements will be reviewed on at least an annual basis. Either the Employer or the employee may cancel an agreement at any time with a minimum of sixty (60) days notice.
21.07 Where a vacancy is created as a result of the implementation of an AWA agreement, such vacancy will be filled as per the provisions of Article 4 -
Alternative Work Arrangements. The Employer and the Union agree that the City’s Alternative Work Arrangements (AWW) Policy is available to members of the Local 1760 ATU Bargaining Unit. It is also understood that application for consideration, by any employee, of the various AWW provisions are wholly governed by the Policy, and as such shall not be subject to the grievance / arbitration procedure set forth in the Local 1760 ATU Collective Agreement. Dated in Ottawa, Ontario this 25th day of February, 2005.
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.
a. Definition: Alternative Work Arrangements are schedules with start and end times that may differ from the regular schedule.
i. Option 1: Alternating workweeks of 5 8-hour days and 4 10-hour days with set start and end times. The start and end times will include the department’s regular hours of business, unless approved, in writing, in advance by the Director or designee. When an employee is scheduled to work a 10-hour day, the employee will have the option to flex their start or end times so long as their workday includes all of the department’s regular hours of business, unless approved, in writing, in advance by the Director or designee. One 8-hour day from 8:00 a.m. to 4:30 p.m. must be worked every other Friday. The Director or designee, at his/her option, may choose to stagger the workweeks of employees approved for this option, in order to ensure all employees approved for this option are not scheduled for the same Friday off.
ii. Option 2: A work schedule with core working hours around which employees may flex their other working hours. Employees approved for this option will work no less than the identified core hours of 9:00 a.m. – 2:30 p.m. Monday – Friday, except that employees will have the option, upon written request, to waive their half-hour unpaid lunch period and reduce their core working hours by one half-hour (i.e. core working hours of 9:30 a.m. – 2:30 p.m. or 9:00 a.m. – 2:00 p.m.). Employees approved for this option will work flexible hours outside the core hours as dictated by program needs. Any fluctuations in the flexible hours of this alternative work arrangement due to the needs of the department or employee shall be documented by the employee and approved via email with the supervisor. In no instances shall employees create schedules that do not permit covering their specific job requirements. The Director or designee may authorize, ...
