Common use of Break in Service for Purposes of Annualization and Regularization Clause in Contracts

Break in Service for Purposes of Annualization and Regularization. Annualization and regularization eligibility is based on the duties associated with one particular position and classification. If there is a break in service during the eligibility period due to a maternity/parental leave, the member will not be penalized by having to start all over accumulating eligible time on her/his return to work. Employees who decide not to accept a work assignment in a semester during the time requirement period will forfeit any accumulated time and the clock would start from the date of their next work assignment, as if they had never worked for the College before. The College will not penalize employees who move between classifications (i.e. moving from faculty assistant to faculty) when determining annualization and/or regularization eligibility within the classification in which the employee commenced service with the College. For example, a faculty assistant in biology works 2 consecutive semesters in that classification. For the 3rd semester, the faculty assistant is required to take on an instructional role and in the 4th semester returns to his/her original faculty assistant duties. To be considered for annualization and/or regularization as a faculty assistant, he/she would need to work 1 more semester to complete the time requirements. Therefore, in this example, the faculty assistant would have worked a total of 5 semesters, 4 as a faculty assistant and 1 as a faculty member. As per Article 4.2.1 the funding and similar work must continue throughout the entire period regardless of who performs the work. Time requirements for annualization and/or regularization must be completed in one classification and cross-over into another classification for any portion of the time worked does not entitle the employee to be considered for annualization and/or regularization in the subsequent classification.

Break in Service for Purposes of Annualization and Regularization. Annualization and regularization eligibility is based on the duties associated with one particular position and classification. If there is a break in service during the eligibility period due to a maternity/parental leave, the member will not be penalized by having to start all over accumulating eligible time on her/his return to work. Employees who decide not to accept a work assignment in a semester during the time requirement period will forfeit any accumulated time and the clock would start from the date of their next work assignment, as if they had never worked for the College before. The College will not penalize employees who move between classifications (i.e. moving from faculty assistant to faculty) when determining annualization and/or regularization eligibility within the classification in which the employee commenced service with the College. For example, a faculty assistant in biology works 2 consecutive semesters in that classification. For the 3rd semester, the faculty assistant is required to take on an instructional role and in the 4th semester returns to his/her original faculty assistant duties. To be considered for annualization and/or regularization as a faculty assistant, he/she would need to work 1 more semester to complete the time requirements. Therefore, in this example, the faculty assistant would have worked a total of 5 semesters, 4 as a faculty assistant and 1 as a faculty member. As per Article 4.2.1 the funding and similar work must continue throughout the entire period regardless of who performs the work. Time requirements for annualization and/or regularization must be completed in one classification and cross-over into another classification for any portion of the time worked does not entitle the employee to be considered for annualization and/or regularization in the subsequent classification.