Furloughs. Appointing officers are encouraged to furlough entire operational units within departments rather than individual employees; or stagger work hours within an operational unit on a reduced hours basis. The decision of the appointing officer to impose furloughs under this subsection, and the appointing officer's determination of what constitutes an operational unit, shall be final. Where, in the discretion of the appointing officer, furlough of an operational unit as prescribed above is not feasible, individual employees within an operational unit may be furloughed. To the extent practicable, furlough shall be equitably distributed among all of the employees in the affected department or operational unit to which the Projected Deficit Notice (PDN) has application; and, all of the employees in the affected class(es). In determining which employees to furlough, an appointing officer shall consider citywide seniority within a class as well as considering the operational needs of the department. In no event shall furlough be imposed upon an employee for more than four days in any three month period or ten days in any fiscal year. Voluntary time off not to exceed a total of five days per quarter or ten days per year, approved pursuant to this section, shall be credited toward the maximum number of furlough days which may be imposed pursuant to this provision. Employees placed on furlough pursuant to this section shall be notified in writing at least 15 calendar days in advance of the effective date for the furlough. The decision to furlough an individual employee within an operational unit shall be final except that an employee given notice of a furlough, which taken together with an employee's prior furloughs in the same fiscal year would exceed five working days within any six month period, may file an appeal. Such appeals must be in writing and filed within three calendar days of the date of the notice of furlough with the Human Resources Director with a copy to the appointing officer. Within three calendar days after receiving the appeal, the Department of Human Resources shall refer the written appeal and the appointing officer's written comments, if any, for determination to the Human Resources Director, the Mayor and the Controller, or their designees, who shall meet on no less than 24 hours public notice. The determination regarding the appeal shall be rendered within seven calendar days of the date of the appeal. This decision is final and shall not be re...
Furloughs. Effective July 1, 2011, there shall be no furloughs of bargaining unit members throughout the remainder of the term of this Agreement.
Furloughs. No furloughs will be implemented during Fiscal Year 2020/2021. Further, the parties agree to meet and confer on furloughs before implementation of furloughs in any other years during the term of this MOU.
Furloughs. Work performed, at the employer’s request, during a period of furlough (a furlough being a minimum of seven days) shall be compensated at double time.
Furloughs. In the event it is financially necessary, system wide furloughs may be implemented. The Employer will make every effort to give sixty (60) days written notice to the Union of any decision to furlough unit members. No less than twenty-one (21) days written notice will be given to bargaining unit members who are to be furloughed.
Furloughs. The City agrees that there will be no mandatory furloughs of Unit employees during the term of this MOU.
Furloughs. The University and the Union recognize that severe financial conditions may arise which necessitate the use of furloughs. Furlough Leave is when the university has determined that bargaining unit members can be placed into a temporary, no-duty, non-pay status. Furlough leaves are different from layoffs in that impacted employees continue working on a reasonably regular basis, except for a temporary period without pay. Mandatory Scheduled Furlough Leave Days are leave days that have been identified by the president, or her/his designee, as official furlough leave days, required to be taken within an applicable fiscal year. Before a furlough leave is implemented, the president or designee will perform an analysis to ensure the cost-savings effectiveness. If it is determined that a significant cost-savings can be realized by the activation of a furlough leave, the president or designee will provide campus-wide notification no later than 30-days prior to implementation of the furlough leave, except in the event of any major university crisis, such as a catastrophe, natural disaster or in the event of financial exigency. The University reserves the option to exempt any employee earning below a designated annualized minimum salary, as determined by the president or designee, from being required to take mandatory furlough leave. The president or designee will communicate the minimum salary threshold prior to the enactment of mandatory furlough leave days. The number of days of mandatory furlough leave for bargaining unit employees shall be set at a maximum of five (5) days [40 hours] per fiscal year. Furlough leave days for bargaining unit employees will not exceed more than two (2) days [16 hours] within a given pay period. Impacted employees are not permitted to perform work while on a furlough leave. This requirement will be strictly monitored. No vacation, sick leave or compensatory time will be approved in lieu of a period of mandatory furlough leave. Additionally, paid holidays or other paid time off cannot be substituted for furlough leave days. New employees who have six (6) months or less service with the university at the time of an enactment of mandatory furlough leave will be exempted from furlough leave within that fiscal year. However, new employees with more than six (6) months of service with the university, at the time of an enactment of mandatory furlough leave, who meet the annualized salary threshold, will be required to take mandatory furloug...
Furloughs. Effective January 1, 2015, there shall be no furloughs of bargaining unit members throughout the remainder of the term of this Agreement.
Furloughs. The mandatory furlough provisions of CSC Rule 120.28 shall not apply to covered employees. The provision of this subsection shall be subject to prior Civil Service Commission approval. This issue is not subject to the grievance procedure or arbitration.
Furloughs. Section a. This article sets forth procedures to be followed if the Employer determines it to be necessary to furlough bargaining unit employees for thirty (30) days or less due to a lack of work, funds, or operating authority. These procedures will be carried out in accordance with laws, rules, and regulations.
Section b. Unless unforeseeable circumstances present themselves, such as sudden breakdowns in equipment, acts of God, or sudden emergencies requiring immediate curtailment of activities, Management will notify the Union at the appropriate level, in advance and in writing, of the need to furlough employees. This notice will contain:
Section c. When a furlough is necessary, and Management decides
1. the Agency will determine the number and types of positions which will be vacated in consideration of the workload and staffing levels needed to perform essential functions;
2. employees who wish to be furloughed will be given priority, provided they fall within a group of employees scheduled for furlough. If there are an insufficient number of volunteers, and Management has no legitimate work-related reason to retain some employees in the group and furlough others, employees in the group will be selected for furlough in an equitable manner; and
3. employees who will be furloughed on less than a full- time basis will be allowed to submit a preference for furlough days, and will have those preferences considered in developing the roster of furloughed employees.
Section d. An employee who is to be furloughed for thirty (30) days or less is entitled to at least thirty (30) days advance written notice. This advance notice is not required if unforeseeable circumstances a rise as discussed in
Section e. If a furlough is necessary due to lapse in appropriations, and the regulations allow, employees will be permitted to request placement in a furlough status for an absence that was previously approved as annual leave or sick leave. Employee requests to be placed in furlough status will be considered insofar as they do not decrease the safety, security, or mission accomplishment of the organization, and as long as the approval would be in line with appropriate regulations.
Section f. When appropriations allow, employees who were furloughed, or who were required to work during the furlough, will be compensated.
Section g. In accordance with laws, rules, and regulations, health benefits will continue during a furlough period for those employees who opt for continue...
