Intermittent Employees. On the first day of the monthly pay period following completion of each period of 160 hours or 20 days of paid employment, each intermittent employee in the State civil service shall be allowed one (1) day of credit for sick leave with pay. The hours or days worked in excess of 160 hours or 20 days in a monthly pay period shall not be counted or accumulated.
Intermittent Employees. The university shall place an employee notified of a pending layoff in the following
Intermittent Employees. The term “intermittent employee” as used in this agreement refers to employees appointed for a specified period of time to do bargaining unit work on an as needed hourly basis and are paid only for hours worked.
Intermittent Employees. 28.1 Any intermittent employee who accumulates five hundred sixty (560) hours or more in active pay status during any contract year with the University shall be considered to be a member of the bargaining unit. Any bargaining unit member who is displaced through layoff to an intermittent position will maintain bargaining unit status and be entitled to all provisions within state law and Article 16 regarding recall rights.
28.2 Once in the bargaining unit, an intermittent will not lose bargaining unit member status due to a reduction in hours below five hundred sixty (560) in a contract year. The University shall terminate an intermittent employee who is employed for zero (0) hours in one (1) contract year.
28.3 Intermittent bargaining unit employees will be scheduled to work based on departmental seniority in accordance with Section 29.1.B. The University has the right to reduce the hours worked by an intermittent employee at any time. If the University determines it will schedule an intermittent bargaining unit member for less than five hundred sixty (560) hours in a contract year, the University will notify the bargaining unit member of their schedule reduction. Prior to reducing an intermittent bargaining unit member’s hour below five hundred sixty (560) hours, the University will cease scheduling intermittent non-bargaining unit members in the same classification or in a lower classification in the same classification series in the department.
28.4 Intermittent bargaining unit employees who acquire more than 1,040 hours in active pay status in a contract year shall be given permanent part-time status. Intermittent bargaining unit employees acquiring more than 1,560 hours in active pay status in a contract year, shall be given regular full-time status. However, intermittent bargaining unit employees will not be scheduled to work for more than 999 hours in a contract year unless the President or their designee approves an intermittent bargaining unit employee to be scheduled 1,000 or more hours. The scheduling or working of an intermittent bargaining unit employee for 1,000 or more hours will not entitle an employee to permanent part-time or regular full-time status unless the President has previously approved in writing the establishment of a permanent part-time or full-time position. In instances where an intermittent bargaining unit employee reaches 800 hours in active pay status during a contract year, the University may seek approval for the convers...
Intermittent Employees. Intermittent employees shall be paid a salary rate corresponding to the entering step in the salary range for the classification in which the employee is employed. Full-time or half-time employees changing to intermittent status in the same Civil Service class shall continue to be paid at the same rate (excluding bonuses) they were last paid while a full- or half-time employee until such time as the entering step in the salary range for the class meets or exceeds the salary for the employee.
Intermittent Employees. The designation “intermittent” shall be used for those career service titles where work responsibilities are characterized by unpredictable work schedules and which do not meet the normal criteria for regular, year-round, full-time or part-time assignments. The intent of this language shall not be abused. Upon request, the Union and State shall meet to discuss and rectify any suspected abuses of this provision.
Intermittent Employees. Effective December 13, 2015, intermittent employees shall be eligible to accrue Compensated Personal Time Off (CPTO) at a rate of 2.75 minutes for every hour compensated. Employees must complete a period of six (6) consecutive months of City service and must have been compensated for at least 500 hours before qualifying to use the CPTO. This benefit may be used in no less than one-half hour increments for the following: • Personal business, subject to approval of the supervisor; • Holidays assigned off. When a holiday falls on an employee’s assigned schedule and the employee is not required to work on that holiday, an employee may request to use CPTO. If the qualifying employees choose not to use CPTO for the holiday, the employees may be allowed, subject to the approval of the supervisor, to adjust their work schedules and make up the time in full not later than the next succeeding payroll period. CPTO may be accumulated for up to a maximum of 48 hours. Any time accumulated in excess of such amount shall be deemed waived and lost. There shall be no payment of any form for unused personal time upon separation from City service for any reason. Employees who hold more than one intermittent position concurrently shall be eligible to accrue CPTO in only one position. Employees should designate a primary employing department in writing with their primary and secondary employing departments and with the Controller’s Office. If an employee fails to designate a primary employing department, the Controller’s Office will designate the first department to hire the employee as the primary employing department. Employees may change their designated primary department during the Open Enrollment period of October 1-31. If an employee changes departments outside the Open Enrollment period, the Controller’s Office will designate the first department to hire the employee as the primary employing department, unless the employee notifies the Controller’s Office otherwise within 30 calendar days of the effective date of the change.
Intermittent Employees. 28.1 An employee who is in active pay status for less than one thousand (1000) hours during any contract year with the University shall be considered an intermittent employee and will not be a member of the bargaining unit.
28.2 The working of an intermittent employee for 1,000 or more hours in a contract year will not entitle an employee to permanent part-time bargaining unit status or intermittent bargaining unit status. However, once during a contract year in which an intermittent employee has worked 1,000 or more hours, an intermittent employee may request from the Chief Human Resources Officer that their position be made permanent part-time. If the request is denied, the intermittent employee will not be scheduled for the remainder of the contract year.
28.3 Employees who are intermittent bargaining unit employees as of the date of the ratification of this 2023-2026 Agreement will remain intermittent bargaining unit employees and their employment shall be governed by the terms of the 2020-2023 Agreement as long as they remain in their current positions.
Intermittent Employees. An employee notified of a pending layoff shall select one (1) of the following options and communicate such choice in writing to the university/college within five (5) calendar days from the date the employee is notified in writing. However, this five (5) day notice will not be required if the employee is involved in a meeting to make such choice.
Intermittent Employees. Employees who work part-time, full-year.
