Alternative Workweek. For unit members whose regularly assigned workweek is other than Monday through Friday, the sixth consecutive day shall be treated as a Saturday and the seventh consecutive day shall be treated as a Sunday for purposes of overtime calculation.
Alternative Workweek. A. The Office of Education shall have the right to establish either a Monday through Friday workweek or a Tuesday through Saturday workweek, as determined by the Office of Education. Unless the unit member transfers, promotes or demotes out of his/her Monday through Friday assignment, permanent assignment to a Tuesday through Saturday workweek shall be voluntary for all unit members initially hired before October 1, 2005, except that permanent assignment to a Tuesday through Saturday workweek shall be voluntary for Migrant Education Program unit members initially hired before May 1, 2003.
B. With seven (7) days advanced notice from the unit members’ immediate supervisor, unit members assigned to a Monday through Friday workweek and who work on a Saturday may be required to take a flex day off (in lieu day) within five (5) working days prior to the Saturday scheduled to be worked. The flex day will be assigned by the manager after consultation between the manager and the unit member.
C. Section 10.12.1 shall not be used to change any unit member’s workweek from Monday through Friday to Tuesday through Saturday, unless mutually agreed to by the unit member and his/her immediate management representative.
Alternative Workweek. Employees scheduled to work a standard shift on Saturday or Sunday will be paid a weekend pay differential of two dollars and fifty cents ($2.50) for all hours worked on Saturday or Sunday. Weekend pay and shift differential will not be paid concurrently. Employees will be paid the higher of the two premium payments the employee qualifies for.
Alternative Workweek. The employee’s alternative work schedule must not adversely affect the normal operations of their department. Fiscal neutrality and a continued or improved level of service must be maintained.
8.3.1.1 A full-time employee and their supervisor and the cabinet-level administrator, may agree to a permanent or temporary alternative work schedule that is not less than thirty-seven (37) hours per week or seventy-four (74) hours every two (2) weeks (Per Ed Code 88040) with the approval of the superintendent/president and CSEA and in consultation with human resources.
8.3.1.2 No additional shift differential stipends will be generated and overtime or compensatory time off will not be granted unless hours worked exceed the scheduled workweek.
8.3.1.3 Employees not working a standard workweek during a week in which there is a district holiday will revert back to a standard workweek.
8.3.1.4 For purposes of calculating leave time used during an alternative schedule, accrued leave days will be converted to hours when used.
Alternative Workweek. 29 Upon mutual agreement of the assigned supervisor and the employee, subject to approval of the 30 Superintendent, alternative workweek schedules may be implemented. For example, different 31 start times and/or four (4) days of ten (10) hours per day or some other variation. Employees 32 working in excess of (8) hours per day pursuant to this section shall not be paid overtime unless 33 they have worked in excess of forty (40) hours in a workweek. Section 6.4.1 of the Agreement 34 shall be controlling for overtime calculation purposes for employees who do not have an 35 alternative workweek pursuant to this section. 36
Alternative Workweek. San Andreas Regional Center offers eligible employees the opportunity to apply for and participate in an alternative workweek program. Full-time non-exempt employees, with the exception of the receptionist at the Central Office, shall be eligible to apply for an alternative workweek schedule if the following requirements are satisfied: (1) the employee has obtained permanent status as set forth in Section 8(E); (2) the employee has worked for the Regional Center for at least one year prior to applying for the alternative workweek schedule; and (3) the employee is not currently on a corrective action plan nor has the employee received any disciplinary action based on attendance or punctuality within the past year. Eligible employees shall submit their application, utilizing a Regional Center form, to their immediate supervisor. After receiving the request for an alternative workweek, the supervisor shall have five calendar days to provide a response to the employee’s request. The alternative workweek schedule is as follows: Four, 8.5-hour days, Monday through Thursday, and one 7.0-hour Friday in one calendar week, followed by four, 8.5-hour days, Monday through Thursday, in the following calendar week. Employees who are approved for an alternative workweek will have the “workweek” which is used to calculate overtime altered to ensure that they do not work over 37.5 hours in any consecutive seven-day period. Employees on an alternative workweek schedule must start at 7:30 a.m., 8:00 a.m., or 8:30 a.m. Employees utilizing an alternative workweek schedule, must be able to meet workload requirements and be available for scheduled conferences and meetings. If a holiday falls on a scheduled workday, an employee scheduled to work more than
Alternative Workweek. The above provision regarding overtime may be changed in order to accommodate a more flexible work schedule (i.e., an 80-hour work period) provided it is done so in writing and with the mutual agreement of the Hospital and the Association.
Alternative Workweek. The District may institute an alternative workweek schedule based on the needs of the organization. The alternative workweek shall be either four (4) consecutive work days of ten (10) hours each to total the forty (40) hours in a workweek OR a 9/80 work period providing 80 hours of work within a two (2) week period. Employees placed on an alternative workweek schedule shall accrue and use paid leave time on an hour-for-hour basis. Employees placed on an alternative workweek schedule shall be charged unpaid leave time on an hour-for-hour basis. These are experimental programs; accordingly, upon one (1) weeks’ notice, the District may discontinue all or a portion of such schedules.
Alternative Workweek. A. The County Office shall have the right to establish either a Monday through Friday workweek or a Tuesday through Saturday workweek, as determined by the County Office. Unless the unit member transfers, promotes or demotes out of their Monday through Friday assignment, permanent assignment to a Tuesday through Saturday workweek shall be voluntary for all unit members initially hired before October 1, 2005, except that permanent assignment to a Tuesday through Saturday workweek shall be voluntary for Migrant Education Program unit members initially hired before May 1, 2003.
B. With seven (7) days advanced notice from the unit members’ immediate supervisor, unit members assigned to a Monday through Friday workweek and who work on a Saturday may be required to take a flex day off (in lieu day) within five (5) working days prior to the Saturday scheduled to be worked. The flex day will be assigned by the manager after consultation between the manager and the unit member.
C. Section 10.12.1 shall not be used to change any unit member’s workweek from Monday through Friday to Tuesday through Saturday, unless mutually agreed to by the unit member and their immediate management representative.
