Common use of Benefit Impact Clause in Contracts

Benefit Impact. When an employee is furloughed, subjected to a reduction in work schedule, or placed on leave without pay, the employee will not be entitled to be paid anyleave balance when the action is due to financial exigency or financial emergency, as determined by the President. In such cases, entitlement to leave accrual and health care benefits during a temporary layoff may be addressed through a demand to bargain. The College will attempt to mitigate a loss of health benefits for any furloughed employees. When the action is for reasons other than financial exigency or financial emergency, upon the request of the employee, the employee will be paid for accrued vacation leave up to the equivalent of the employee’s regular work schedule for the duration of the temporary layoff, and entitlement to leave accrual and health care benefits during the temporary layoff will be pursuant to existing benefit policies. Employees will normally receive thirty (30) days’ written notice prior to the effective date of an involuntary alternative to a permanent layoff.

Benefit Impact. When an employee is furloughed, subjected to a reduction in work schedule, or placed on leave without pay, the employee will not be entitled to be paid anyleave any leave balance when the action is due to financial exigency or financial emergency, as determined by the President. In such cases, entitlement to leave accrual and health care benefits during a temporary layoff may be addressed through a demand to bargain. The College will attempt to mitigate a loss of health benefits for any furloughed employees. When the action is for reasons other than financial exigency or financial emergency, upon the request of the employee, the employee will be paid for accrued vacation leave up to the equivalent of the employee’s regular work schedule for the duration of the temporary layoff, and entitlement to leave accrual and health care benefits during the temporary layoff will be pursuant to existing benefit policies. Employees will normally receive thirty (30) days’ written notice prior to the effective date of an involuntary alternative to a permanent layoff.