Employment Fraction. It is understood that Employees in this bargaining unit are engaged in professional activities, of such a nature that the output produced, or the result accomplished, cannot be precisely standardized or measured in relation to a given period of time. The use of an employment fraction indicates less than full-time effort. In this connection, a one-half employment fraction normally requires a probable weekly time commitment of sixteen and one-half to twenty hours per week. Fluctuations above and below this norm are expected corresponding to individual distinctions such as experience, and time management. It is further understood that the weekly work expectation for international graduate student instructors or graduate student staff assistants who hold a J-1 or an F-1 visa have maximum weekly work hour restrictions; per federal regulations Employees who hold F or J visa status may not work more than twenty (20) hours per week during semesters in which they are enrolled. The University will not set an individual weekly work expectation for this population that exceeds their maximum weekly work hour restrictions. Other employment fractions require proportional time commitments. Employment fractions should be determined by the following scale of time commitments: Average Weekly Work Expectation Employment Fraction Up to 3.49 .087 3.5 to 5.49 .137 5.5 to 7.49 .187 7.5 to 9.49 .237 9.5 to 12.49 .25 12.5 to 14.49 .30 14.5 to 16.49 .35 16.5 to 20.00 .50 20.01 to 25.49 .60 25.50 to 30.49 .65 30.50 to 35.49 .75 35.50 or more 1.0 Any work required of an Employee prior to the actual contract period which is a component of the assistantship shall be included in the fraction calculation. It is further understood that an Employee’s employment fraction is an estimate of a proportion of full-time effort within a department or unit for the assignments involved and shall be as determined by the department or unit. In the event an Employee’s actual work hours might indicate a pattern of fluctuations above the average weekly work hours expectation in the fraction calculation at any point during the employment term, the Union, on behalf of the Employee, may inform the employing unit’s Human Resources Representative so a problem-solving discussion may occur. Such a determination, provided there is a substantial variation between estimated time and actual time, is subject to review through the Grievance Procedure on the question of whether the estimate, and therefore the fraction, was reasonable based on the provisions of this Section. Such a grievance shall begin at Step One, provided the meeting occurs within twenty (20) days following reasonable knowledge of the facts giving rise to the grievance. In the event that the estimate, and therefore the fraction, was unreasonable the department or unit will make an appropriate retroactive adjustment in salary and will prospectively increase the fraction to correspond to an appropriate estimate or reduce the time commitment to correspond to the fraction. Other adjustments, if any, shall not predate the filing of a written grievance.
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