Initiation and Approval. 4.17.2.1 Only the permanent full-time incumbent of a position can initiate a request to establish a job share arrangement. Approval of the job share request resides with the employer; such an approval will be subject to the feasibility of accommodating the request to operational requirements and such approvals will not be unreasonably withheld.
4.17.2.2 The proposal to establish a job sharing arrangement is initiated by the employee through an application to the employee's immediate out-of-scope supervisor.
Initiation and Approval. The proposal to establish a job sharing arrangement is initiated by the employee through an application to his/her immediate supervisor. Management will review the feasibility of the request against operational needs. Any such requested arrangement must be approved by management and will not be unreasonably denied.
Initiation and Approval a) The proposal to establish a job sharing arrangement is initiated by the Employee through an application to the Executive Director.
b) The Executive Director will review the feasibility of the request against operational needs. Any such requested arrangement must be approved by management and the elected Union representative and will not be unreasonably denied.
Initiation and Approval. The temporary job share arrangement will have a minimum of six (6) months and a maximum of twelve (12) months duration.
Initiation and Approval. 6.1 An Employee may apply for a compressed workweek arrangement by submitting an Application for Compressed Workweek to their out-of-scope Supervisor as soon as reasonably practicable prior to the requested start date.
6.2 Compressed workweek arrangements will have a minimum of three (3) months and a maximum of twelve (12) months duration.
6.3 In the application, the Employee must indicate the work schedule they intend to follow, including the hours per day, days per week and designated day(s) of rest. The day of rest held by the Employee prior to the compressed workweek arrangement will be retained by the Employee unless the Employee requests a different day of the week. The day(s) of rest in the other week(s) will be agreed upon between the Supervisor and the Employee and will not necessarily be in conjunction with a Saturday or Sunday. The work schedule is subject to mutual agreement between the Employee and the out-of- scope Supervisor. Any change to the work schedule during the term of the compressed workweek arrangement must be agreed to by the Employee and the out-of-scope Supervisor.
6.4 The application will be forwarded to the immediate out-of-scope Supervisor who will determine the operational feasibility of the compressed workweek request. The out-of- scope Supervisor will process the application within the Business Unit.
6.5 Compressed workweek arrangements shall be subject to departmental requirements and approved by the Business Unit. Operationally feasible compressed workweek requests will not be unreasonably denied. Additional costs will not be incurred.
6.6 Once the application process is completed all application forms shall be forwarded to Human Resources and the Union, for information purposes only.
6.7 An individual compressed workweek arrangement may be terminated by the Employee or Supervisor for any reason, by providing fourteen (14) days written notice.
Initiation and Approval. 36.3.1 The proposal to establish a job-share arrangement is initiated by the Employee through an application to their immediate Supervisor using the "Job-Share Proposal" form.
36.3.2 If the Employee does not have a partner, Human Resources can be contacted for a list of interested and eligible Employees.
36.3.3 Partnerships shall be mutually agreed and no partner will be appointed against the wishes of the initiating Employee.
36.3.4 Requests for job-sharing will not be unreasonably denied by the department Supervisor or Manager. All job-sharing arrangements are subject to approval of both Management and the Union.
36.3.5 The job-share partners will be required to complete a "Job-Share Proposal" form which will outline the agreed schedule of work and the conditions under which the job-share will operate.
36.3.6 At no time shall the total number of job-share arrangements exceed five per cent (5%) of the total full-time jobs in the Corporation. Departmental limits may be required to meet operational needs.
Initiation and Approval. A permanent job share arrangement will continue until one of the Job Share Partners
Initiation and Approval. 37.3.1 The proposal to establish a job-share arrangement is initiated by the Employee through an application to their immediate Supervisor using the "Job-Share Proposal" form.
Initiation and Approval. Process (a) Whenever, as a result of the request of one or more Vermont utilities, VTransco studies, the studies of others, or other information, it appears to VTransco that the construction of Specific Facilities may be required, VTransco shall determine if such construction (1) is consistent with VTransco' Mission to "design, construct, acquire, contract for, maintain and operate an optimal system of transmission facilities in Vermont as a part of an integrated regional network to serve the needs of the electric distributions companies in Vermont in a fair and efficient manner," and (2) is consistent with the criteria for such construction set forth in 30 V.S.A., Section 248 (b)(1), (2), (3), (4), (5) and (8).
Initiation and Approval. A full time employee who wishes to job share must find a job share partner (full time or part time) in the same classification and location. The job share partners will be required to complete a “Proposal to Job Share” which will outline the agreed schedule of work and the conditions under which the job share will operate. This proposal should be prepared on your own time. Proposals are to be submitted to the Human Resources Manager for approval. The Human Resources Manager will review the feasibility of the request against business needs. The Human Resources Manager will send all proposals to the Union (both approved and non-approved). The Human Resources Manager should state the reasons if the request is not approved. Partnerships shall be mutually agreed to and no partner will be appointed against the wishes of the initiating employee. All proposals will be kept confidential.
