Definition and Eligibility. Employee - An employee with a contract stipulating work for FHSU of at least fifty (50) percent of full‐time in a contract year is considered eligible. • Employee is not eligible until 12 continuous months of employment have been completed, or completion of an academic year contract in the case of faculty • Employee must be admitted to the university • A maximum of 6 credit hours (graduate or undergraduate) per semester is covered for fall, intersession/spring, and summer • On‐campus and online credit hours are included. Maximum allowed per benefits is in-state, on-campus tuition for undergraduate and graduate level courses • A 2.0 minimum FHSU undergraduate GPA, and a 3.0 graduate GPA must be maintained • Classes cannot be taken during regular business hours unless there are extenuating circumstances and prior approval is granted by the employee’s supervisor and appropriate Vice President or Xxxx. • Employees shall seek approval and obtain supervisor and appropriate Vice President or Xxxx'x signatures on the Tuition Assistance Application • Non‐credit workshops, community education, and concurrent enrollment courses are not included • Courses must be taken for professional development purposes that benefit both the employee and university • Employees with less than a full-time appointment will receive tuition benefits consistent with their FTE (i.e., A .5 FTE employee will receive 50% reduction in tuition). • Changes that affect faculty members must be negotiated with FHSU-AAUP except in the case of financial exigency. Spouse – Any lawful spouse of an eligible employee of Fort Xxxx State University. • A spouse is not eligible until the employee has completed at least 12 continuous months of employment, or an academic year contract in the case of faculty • Spouse must be admitted to the university and degree seeking • A maximum of 12 undergraduate credit hours, or 9 graduate hours is covered for fall, intersession/spring and 9 undergraduate credit hours or 6 graduate hours in the summer • On-campus and online credit hours are included. Maximum allowed per benefit is in-state, on-campus tuition for undergraduate and graduate level courses • A 2.0 minimum FHSU undergraduate GPA, and a 3.0 graduate GPA must be maintained • Non‐credit workshops, community education, and concurrent enrollment courses are not included • Spouses of part-time employees will receive tuition reduction commensurate with the level of FTE (i.e., The spouse of a .5 FTE employee will rec...
Definition and Eligibility. Military Leave (both Active and Temporary) is granted to an employee who is or becomes a member of the armed forces, militia, National Guard or Naval Militia, or the organized reserves of any of the same. Such employee shall be entitled to the applicable leaves of absence and employment and reemployment rights and privileges provided by the Military & Veterans Code of the State of California and the USERRA.
Definition and Eligibility. This article shall apply to all Early Childhood Family Education (ECFE) and Adult Basic Education (ABE) teachers who meet the definition of a teacher provided for in Article III. Section 2. of this Agreement.
Definition and Eligibility. This article applies to all Early Childhood Family Education (ECFE) and Adult Basic Education (ABE) teachers who work more than 14 hours/week and meet the definition provided in Section 2 of this article.
Definition and Eligibility. Whenever a unit employee is required to work beyond the established work schedule, the City shall pay overtime for the overtime worked at time and one-half. All overtime must receive prior approval of an authorized supervisor before such time can be credited.
Definition and Eligibility. (a) Tuition assistance is financial assistance provided by CSS to regular full-time and part-time eligible LPNs who wish to take formal education or training courses or to attend conferences which increase LPN skills, knowledge or technical capabilities and/or which enable LPNs to become RNs.
(b) All regular full-time and part-time eligible LPNs shall be eligible to apply for tuition assistance after they have successfully completed four (4) calendar months of continuous employment with CSS in a position covered by this Agreement or at the conclusion of the LPNs’ introductory period, whichever is longer.
Definition and Eligibility. Telecommuting as defined for the purposes of use by Alyeska employees is a mutually agreed upon work option in which the employee (telecommuter) works from a telecommuting workplace in Alaska either on an occasional or temporary basis that may include a full or partial week schedule (schedule should average 20% working time spent on site, in the office). The telecommuter is connected to the office by all or some of the following; computer, telephone, and/or fax. The workspace adheres and is maintained to Alyeska’s Telecommuting Self-Certification Safety Checklist. To be eligible for Alyeska’s Telecommuting Program, an employee must meet all the following criteria:
1. An agreed upon trial period to determine if the telecommute will be successful and/or meeting business needs, or OHU approves a short duration telecommute schedule based on medical needs.
2. Have the approval/support of the supervisor and manager.
3. Have performance appraisal documents that clearly demonstrate the employee is meeting performance expectations and maintains the expected level of performance for the duration of the telecommute schedule.
4. The employee must also have:
(a) the ability to work well alone;
(b) the ability to be well-organized, self-motivated and adaptable;
(c) the ability to be results-oriented and customer-focused;
(d) a high comfort level with technology;
(e) the ability to be a good communicator;
(f) experience and knowledge of the organization’s practices; and
(g) current success in the job to be teleworked.
5. Have an approved Telecommuting Agreement that details the specifics of the telecommuting arrangement (i.e., work schedule, assignments, evaluations, etc.). Title: Telecommuting Program Number: HR-2.15 Page: 3 of 7 Revision: 6 Effective Date: 11/13/2020
6. Have completed a Telecommuting Self-Certification Safety Checklist documenting the workspace at the telecommuting workplace meets the Company’s standards for workplace safety and ergonomics.
7. Comply with this procedure, the Telecommuting Agreement, Alyeska’s HR Operating Procedures, OHU Operating Procedures, Quality Program, TAPS Policies and Code of Conduct, Safety Program, and all other relevant Company policies, procedures, and workplace expectations.
Definition and Eligibility. 1. FULL-TIME UNIT EMPLOYEES Full-time unit employees who work a minimum of eight (8) hours per day and forty (40) hours per seven (7) day work period, who are required to work in excess of their regularly scheduled workday (i.e., eight (8) hours, nine (9) hours, or ten (10) hours), or work week, shall be paid overtime at one and one-half (1½) times their hourly rate, except as provided below.
2. REGULAR PART-TIME (RPT) AND FULL-TIME EMPLOYEES WORKING VOLUNTARY REDUCED WORK SCHEDULES Regular part-time employees, and full-time employees working a voluntary reduced work schedule, who are required to work beyond their established workweek schedule shall be paid overtime at one and one-half (1½) times their hourly rate for all hours worked in excess of forty (40) hours, when the cumulative hours worked exceeds forty (40) hours in the seven (7) day work period.
Definition and Eligibility. FULL TIME UNIT EMPLOYEES – 40 HOURS PER 7 DAY WORK PERIOD Full-time unit employees who work a minimum of eight (8) hours per day and forty (40) hours per seven-day work period, who are required to work in excess of their regularly scheduled forty (40) hour work week, shall be paid overtime at one and one-half (1½) times their hourly rate for all hours worked in their work period in excess of forty (40) hours, except as provided below.
Definition and Eligibility. Remote work allows an employee to work from a location other than an Organization office, generally from home. Remote work arrangements may be permanent, regular, occasional, or on an emergency basis. Bargaining unit positions are eligible for remote work based on the needs and approval of the Organization. All employees assigned to an Organization office are able to apply for remote work after ninety (90) days of employment according to the process outlined in this Article. Requests for remote work arrangements will not be unreasonably denied. Requests for remote work that an employee believes are a reasonable accommodation for an employee’s disability should be made pursuant to the Organization’s reasonable accommodation policy, and where necessary may be made available to employees immediately upon hire. The process to get accommodations for an employee with disabilities will be consistent with Americans With Disabilities Act (ADA) requirements, including all requirements to maintain medical information confidentially and on a need-to-know basis. A permanent remote work arrangement must be approved by an employee’s supervisor and department Senior Vice President, and the employee must submit an application to the Human Resources Department on a form provided by Human Resources. A copy of the request will also be available to the Labor Management Committee upon the employee’s written permission. If a request is denied, the employee may request a meeting with their supervisor, a Guild xxxxxxx, and/or the Senior Vice President of Human Resources to discuss the reasons why the request was denied. The employee may reapply no earlier than six (6) months after the request was denied. An employee may request a permanent remote work arrangement for a temporary period of time if the need arises due to extenuating circumstances of the employee. The request will follow the same approval process outlined above. Regular remote work is considered to be a regular schedule of working outside the employee’s regular office on a specific day or days of the week and/or month. A regular remote work arrangement must be approved by an employee’s supervisor and department Senior Vice President, and the employee must submit an application to the Human Resources Department on a form provided by Human Resources. A copy of the request will also be available to the Labor Management Committee upon the employee’s written permission. If a request is denied, the employee may request a m...
