Common use of Family Responsibility Time Clause in Contracts

Family Responsibility Time. The provision of family responsibility time (FRT), separate from sick leave, vacation leave, and paid personal leave (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. 1. The operational requirements of the University must be met. However, the University recognizes that effort is required to accommodate requests for family responsibility time. 2. Ten (10) days per calendar year of family responsibility time (FRT) will be provided to all regular full-time employees. Two (2) days of family responsibility time (FRT) will be provided to temporary employees. Employees may use the time in amounts not less than one (1) hour, and, if possible, should request the time in advance. The time will be granted unless precluded by operational requirements. 3. Family responsibility time is available on a “borrow” basis, to be repaid by mutual agreement between an employee and supervisor. For example, an employee may repay family responsibility time by charging this time against any banked lieu time or by starting earlier or working late (if approved in advance by their supervisor). If approved in advance and so directed by their 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 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). 4. Unused family responsibility time does not accumulate from one year to the next. An employee must repay all outstanding time by March 1st of the following year failing which any remaining amount will be deducted from 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. 5. In addition to family responsibility time, employees may apply for an unpaid leave of absence as outlined in Article 14.01, to accommodate their family responsibilities.

Family Responsibility Time. The provision of family responsibility time (FRT), separate from sick leave, vacation leave, and paid personal leave (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. 1. (a) The operational requirements of the University must be met. However, the University recognizes that effort is required to accommodate requests for family responsibility time. 2. (b) Ten (10) days per calendar year of family responsibility time (FRT) will be provided to all regular full-time employees. Two (2) days of family responsibility time (FRT) will be provided to temporary employees. Employees may use the time in amounts not less than one (1) hour, and, if possible, should request the time in advance. The time will be granted unless precluded by operational requirements. 3. (c) Family responsibility time is available on a “borrow” basis, to be repaid by mutual agreement between an employee and supervisor. For example, an employee may repay family responsibility time by charging this time against any banked lieu time or by starting earlier or working late (if approved in advance by their supervisor). If approved in advance and so directed by their 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 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). 4. (d) Unused family responsibility time does not accumulate from one year to the next. An employee must repay all outstanding time by March 1st of the following year failing which any remaining amount will be deducted from 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. 5. (e) In addition to family responsibility time, employees may apply for an unpaid leave of absence as outlined in Article 14.01, to accommodate their family responsibilities.

Family Responsibility Time. The provision of family responsibility time (FRT), separate from sick leave, vacation leave, and paid personal leave (PPL) (per HR Policy 501), 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. 1. The operational requirements of the University must be met. However, the University recognizes that effort is required to accommodate requests for family responsibility time. 2. Ten Seven (107) days per calendar year of family responsibility time (FRT) will be provided to all regular full-time employees. Two (2) days of family responsibility time (FRT) will be provided to temporary employees. Employees may use the time in amounts not less than one (1) hour, and, if possible, should request the time in advance. The time will be granted unless precluded by operational requirements. 3. Family responsibility time is available on a “"borrow” " basis, to be repaid by mutual agreement between an employee and supervisor. For example, an employee may repay family responsibility time by charging this time against any banked lieu time or by starting earlier or working late (if approved in advance by their his/her supervisor). If approved in advance and so directed by their 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” Aovertime@ and does not accrue at the overtime rate. Only when an employee is requested by their 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). 4. Unused family responsibility time does not accumulate from one year to the next. An employee must repay all outstanding time by March 1st 1 of the following year failing which any remaining amount will be deducted from 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 payyear. 5. In addition to family responsibility time, employees may apply for an unpaid leave of absence as outlined in Article 14.01, to accommodate their family responsibilities.