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 Virtual College credit hours are included • 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. However, faculty members may take classes during the day provided there is no conflict with their teaching responsibilities and/or office hours. • 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 • On-campus and Virtual College credit hours are included • 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 receive up to a 50% reduction in tuition.) Dependent – A dependent is defined as an unmarried natural child, adopted c...
Definition and Eligibility. This article applies to all Early Childhood Family Education (ECFE) and Adult Basic Education (ABE) teachers who work more than fourteen (14) hours/week and meet the definition provided in Section 2. of this article.
Definition and Eligibility. This article applies to all Early Childhood Family Education (ECFE) and Adult Basic Education (XXX) teachers who 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. 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. 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. A grievance is a dispute, disagreement, or complaint by an employee or party to the agreement alleging a violation of this agreement. Employees who are still in their trial period are not eligible to grieve their discharge. Claims of employment discrimination, other than those related to union membership, or any harassment related claim, are not subject to the grievance procedure. Grievances not involving disciplinary actions shall be made only as provided in Section 2 of this Article. Grievances involving disciplinary actions may be made either as provided in Section 2 of this Article or through the civil service appeals process, but not both. The Employee shall be deemed to have selected an alternative when a written notice is first filed under either alternative. No relief shall be available through the civil service appeals process as to any matter which has been submitted as a grievance under the terms of this agreement or as to any matter not within the jurisdiction of the Civil Service Commission. Grievances shall be submitted in writing and contain: (1) a brief description of the facts, (2) the Article or Section of the Agreement violated, and (3) the remedy requested. The grievance shall be dated and signed by the employee or Guild representative.
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. Permanent Remote Work 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 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 reque...
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:
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.
