Common use of Family Responsibility Time Clause in Contracts

Family Responsibility Time. The provision of Family Responsibility Time (FRT), separate from sick leave and paid personal leave, is intended to assist employees with balancing their family and work responsibilities. Sick leave should be used only to provide employees with income during periods of their own illness. All unscheduled vacation and time-off accrued in lieu of overtime (TOIL) must be used prior to FRT being granted. (a) The operating requirements of the University must be met. However, it is recognized that effort will be required to accommodate requests for Family Responsibility Time. (b) Fifty-six (56) hours per year of Family Responsibility Time will be provided to all regular full-time employees. FRT may be used in amounts not less than one (1) hour, will be requested in advance if possible, and will be granted unless precluded by operational requirements. (c) Family Responsibility Time will be available on a “borrow” basis, to be repaid by mutual agreement between employee and supervisor. FRT can be repaid by, for example, working shortened lunch breaks, starting earlier or working late. (d) Unused Family Responsibility Time will not accumulate from one (1) year to the next. Any outstanding time owing must be cleared by March 1st of the year following the taking of FRT. Failing which any remaining amount will be deducted from the employee’s annual vacation allotment or through a mutually agreeable repayment plan. (e) In addition to Family Responsibility Time, employees may apply for an unpaid leave of absence, under the terms of Human Resources Policy 501, to accommodate their family responsibilities.

Family Responsibility Time. (a) The provision of Family Responsibility Time (FRT)Time, separate from sick leave and paid personal leave, is intended to assist employees with balancing their family and work responsibilities. Sick leave should be used only to provide employees with income during periods of their own illness. All unscheduled vacation and time-off accrued in lieu of overtime (TOIL) must be used prior to FRT being granted. (a) The operating requirements of the University must be met. However, it is recognized that effort will be required to accommodate requests for Family Responsibility Time. (b) Fifty-six Seven (567) hours days per year of Family Responsibility Time (FRT) will be provided to all regular full-time employees. FRT Family Responsibility Time may be used in amounts not less than one (1) hour, will be requested in advance if possible, and will be granted unless precluded by operational requirements. (c) Family Responsibility Time will be available on a “borrow” basis, to be repaid by mutual agreement between employee and supervisor. FRT Family Responsibility Time can be repaid by, for example, working shortened lunch breaks, starting earlier or working late. (d) Unused Family Responsibility Time will not accumulate from one (1) year to the next. Any An employee must repay all outstanding time owing must be cleared by March 1st of the following year following the taking of FRT. Failing failing which any remaining amount will be deducted from the a regular full-time employee’s annual vacation allotment or through a mutually agreeable repayment plan. (e) In addition to Family Responsibility Time, employees may apply for an unpaid leave of absence, under the terms of Human Resources Policy 501as outlined in Article 17.01, to accommodate their family responsibilities.

Family Responsibility Time. The provision of Family Responsibility Time family responsibility time (FRT), separate from sick leave leave, vacation leave, and paid personal leaveleave (PPL), is intended to assist employees with balancing their family and work responsibilities. Sick leave should be used only to provide employees with income during periods of their own illness. All unscheduled vacation and time-off accrued in lieu of overtime (TOIL) must be used prior to FRT being granted. (a) 1. The operating operational requirements of the University must be met. However, it is recognized the University recognizes that effort will be is required to accommodate requests for Family Responsibility Timefamily responsibility time. 2. Seven (b7) Fifty-six (56) hours days per calendar year of Family Responsibility Time family responsibility time (FRT) will be provided to all regular full-time employees. FRT Employees may be used use the time in amounts not less than one (1) hour, will be requested in advance and, if possible, and should request the time in advance. The time will be granted unless precluded by operational requirements. (c) 3. Family Responsibility Time will be responsibility time is available on a “borrow” basis, to be repaid by mutual agreement between an employee and supervisor. FRT can be repaid by, for For example, working shortened lunch breaks, an employee may repay family responsibility time by charging this time against any banked lieu time or by starting earlier or working latelate (if approved in advanced by his/her supervisor). If approved in advance and so directed by his/her supervisor, upon arrival an employee will check in with Campus Police and will check out upon departure. This time is not considered as “overtime” and does not accrue at the overtime rate. Only when an employee is requested by his/her supervisor to work approved overtime, will the time be calculated at the appropriate overtime rate (and may be applied toward any outstanding FRT balance due). (d) 4. Unused Family Responsibility Time will family responsibility time does not accumulate from one (1) year to the next. Any An employee must repay all outstanding time owing must be cleared by March 1st 1 of the year following the taking of FRT. Failing which any remaining amount will be deducted from the employee’s annual vacation allotment or through a mutually agreeable repayment planyear. (e) 5. In addition to Family Responsibility Timefamily responsibility time, employees may apply for an unpaid leave of absence, under the terms of Human Resources Policy 501absence as outline in Article 14.01, to accommodate their family responsibilities.

Family Responsibility Time. The provision of Family Responsibility Time (FRT)family responsibility time, separate from sick leave and paid personal leave, is intended to assist employees with balancing their family and work responsibilities. Sick leave should be used only to provide employees with income during periods of their own illness. All unscheduled vacation and time-off accrued in lieu of overtime (TOIL) must be used prior to FRT being granted. (a) The operating operational requirements of the University must be met. However, it is recognized that effort will be required to accommodate requests for Family Responsibility Timefamily responsibility time (FRT). (b) Fifty-six Two (562) hours per year days of Family Responsibility Time FRT will be provided to all regular full-time employeesESL Instructors. FRT may be used in amounts not less than one (1) hour, will be requested in advance if possible, and will be granted unless precluded by operational requirements. (c) Family Responsibility Time FRT will be available on a “borrow” basis, to be repaid by mutual agreement between employee and supervisor. FRT can be repaid by, for example, working shortened lunch breaks, starting work earlier or working late. The minimum arrangement for re payment of FRT time must be in segments no less than ½ hour. This time is not considered overtime and does not accrue at the overtime rate. Only when an employee is requested by their supervisor to work approved overtime, will the time be calculated at the appropriate overtime rate (and may be applied toward any outstanding FRT balance due). (d) Unused Family Responsibility Employees may draw FRT repetitively provided they do not exceed two (2) days owing at any given time. Time will not accumulate from one (1) year to the next. Any outstanding time owing must be cleared by March 1st of the following year following the taking of FRT. Failing failing which any remaining amount will be deducted from the a regular full‐time employee’s annual vacation allotment or through a mutually agreeable repayment plan. A temporary full‐time employee with outstanding time owing at time of termination will have such amount deducted from their final pay. (e) In addition to Family Responsibility TimeFRT, employees may apply for an unpaid leave of absence, under the terms of Human Resources Policy 501, absence as outlined in Article 13.01 to accommodate their family responsibilities. (f) A Department head in consultation with the Director of Human Resources (Staff Relations) may elect to waive all or a portion of family responsibility time owing in exceptional circumstances.