COLLEGE CLOSURES. No employee shall suffer any loss of wages as a result of the Employer declaring a temporary closure for reasons other than economic. This guarantee is limited to five (5) days in any calendar year.
COLLEGE CLOSURES. 16.7.1 The College President or designee is authorized to suspend the operation of all or any portion of the College if, in his or her opinion, an emergency condition makes the closure advisable. Emergency situations include, but are not limited to: severe weather conditions, natural disaster related hazards, and mechanical or equipment failure.
COLLEGE CLOSURES. A. The College and the Association are in agreement that there are three (3) basic College closures and the parties will adhere to the following conditions:
COLLEGE CLOSURES. On any regular work day that the college is closed due to inclement weather, emergency or other non-scheduled day that the employer has deemed necessary, MCCESSU eligible members shall not have a deduction in their vacation, personal business, or sick leave balances for the time that the College is closed. The College reserves the right to request that all unit employees use vacation time or sick time to extend a regular holiday.
COLLEGE CLOSURES. On any regular work day that the college is closed due to inclement weather, emergency or other non-scheduled day that the employer has deemed necessary, MCCESSU eligible members shall not suffer a loss in pay for any closure that is five consecutive work days or less and shall not have a deduction in their Paid Time Off (PTO) leave balances for the time that the College is closed. All paid time for closures is paid as straight time and does not count as hours worked toward calculation of overtime.
COLLEGE CLOSURES. When conditions require, the College President or designated representative may authorize closure of the College or specific areas of the College. In the event of closure after employees have reported to work, the employees will be paid for the remainder of their regularly scheduled shift on that day. If the College is officially closed before employees report to work, employees will not be expected to report unless specifically requested by a supervisor (provided, however, that employees will not be penalized if they are unable to report for work), and will be compensated for their regularly scheduled work day. If a delayed opening is announced, employees are expected to report to work at the appointed time, but will be paid for the regularly scheduled workday. If the College is closed due to inclement weather and an employee is specifically assigned to work by their supervisor, the employee will be paid their normal wages plus a premium equal to straight time wages for the actual hours worked. (Overtime provisions apply). Employees scheduled for vacation or sick leave will not have their vacation or sick leave charged for the days the College is closed.
COLLEGE CLOSURES. On any regular work day that the college is closed due to inclement weather, or other emergency, eligible members shall not suffer a loss in pay for any closure up to five consecutive work days. However, if the member has called in or scheduled paid time off for the time period covered by the closure, such time will be paid as paid time off or will be unpaid as applicable. All paid time for closures is paid as straight time and does not count as hours worked toward calculation of overtime. Letter of Understanding June 25, 2010, 2:30 p.m. The employer may develop a post-accident/injury alcohol and drug screening policy to be applied to all College employees. Prior to the implementation of the policy, the employer will meet with Union representatives to explain the details of the policy and accept input on the policy. MUSKEGON COMMUNITY COLLEGE EDUCATIONAL SUPPORT STAFF TUITION POOL DISTRIBUTION PROCEDURES The Eight Thousand Dollar ($8000) tuition pool and each subsequent tuition pool amount as defined in Article XIX, 19.4, will be distributed as follows. Each eligible employee will be reimbursed for dependents (as defined in Article XIX, 19.4) based on the following formula: Step One: Total number of dependent’s credits for the academic year x in-district tuition -dollar amount of scholarships received -dollar amount of grants received -cost of any course in which less than a “C” was earned = Each dependent’s qualified dollar amount for reimbursement Step Two: Add all dependent’s qualified dollar amount (from Step One) If the total amount is equal to or less than the applicable annual pool listed in Section 19.4, the procedure continues at Step Five and eligible employees shall receive reimbursement for his/her dependent equal to that amount calculated in Step One. If the total amount is greater than the applicable annual pool listed in Section 19.4, the procedure continues through Steps Three, Four and Five. Step Three: Each dependent’s qualified dollar amount (from Step One) divided by the total of all dependents qualified dollar amounts (from Step Two) x 100 = Dependent’s percentage of tuition pool (Note: Step Three will be repeated for each dependent’s individual percentage.) Step Four: Each dependent’s percentage x the applicable annual pool listed in Section 19.4 = Dollar amount to be reimbursed to the Union employee Step Five:
