Job Share. 30.1 In order to promote flexibility in the workplace, in particular for older workers and single parents, the parties agree to consider job sharing arrangements only in accordance with this clause.
30.2 For the purposes of this agreement job sharing is defined as two permanent Employees of the same classification sharing one full-time position. This is taken to mean that the 2 positions shall provide a combined minimum of 36 ordinary hours.
30.3 All job share arrangements shall be subject to agreement between the Union and the Employer and must be confirmed in writing to the Employee prior to the commencement of such an arrangement.
Job Share. Education programs must be the primary consideration in determining whether a job is to be shared. Job Share assignments shall be filled only by staff who have jointly agreed to work together.
7.3.1 Job sharing shall refer to two (2) qualified employees sharing one (1) position. The responsibility for determining whether or not a position is to be shared shall rest with the building principal and be authorized by the Superintendent.
7.3.2 Individuals wishing to job share shall jointly submit a plan to the Superintendent by April 1, counter-signed by the building principal signify their acceptance of the request. Job sharing may be granted annually upon mutual agreement of the two (2) employees, and with the approval of the building principal and the Superintendent. A new plan must be submitted each year. The plan submitted will identify the responsibilities of each of the job share participants.
7.3.3 Job share plans shall also identify primary and secondary jobholder status for each employee. Primary jobholder refers to the employee who held the full position prior to the job share agreement. Secondary jobholder refers to the employee brought in to the job through the job share agreement. When two (2) individuals apply for a position which neither hold, with the intent to job share, primary and secondary jobholder status must be determined by the job sharers. The primary jobholder retains the right to discontinue the job share at the annual expiration of the agreement and to have their hours restored. If the primary jobholder elects to discontinue the job share agreement at its expiration, the secondary jobholder may exercise their rights under Article 6 - Reduction in Force and Recall. A displaced job sharer may not bump into another job share arrangement. If either employee resigns or otherwise terminates employment, the other employee must assume the duties of that position. An employee seeking to job share their position will be entitled to participate in the process of recruiting, interviewing, and selecting job share candidates.
7.3.4 Compensation shall be prorated to reflect the fraction of the position being shared. Each employee is entitled to a step increase in accordance with the Agreement. The two (2) participants may divide insurance and all other benefits (including early retirement, paid leaves, and holidays) so that the cost to the District will not exceed the normal benefits for one (1) full-time employee (subject to insurance carrier lim...
Job Share. In order to promote flexibility in the workplace, in particular for older workers and single parents, the parties agree to consider job sharing arrangements only in accordance with this clause. For the purposes of this agreement job sharing is defined as two permanent Employees of the same classification sharing one full-time position. This is taken to mean that the 2 positions shall provide a combined minimum of 36 ordinary hours. All job share arrangements shall be subject to agreement between the Union and the Employer and must be confirmed in writing to the Employee prior to the commencement of such an arrangement. Variation of a job share agreement will require consultation between the relevant Employees, the Employer and the Union and 14 days’ notice of variation unless agreed by all parties. The termination of a Job Share agreement will require consultation between the relevant Employees, the Employer and the Union and 28 days’ notice unless agreed by all parties. Superannuation and XXXX payments will be calculated on a pro rata basis. As will any allowances that are calculated on a weekly basis. Breaches of this clause will require the breaching Employer to back pay both employees as if employed fulltime 50 hours per week for the length of the Job Share agreement.
Job Share. (1) Individuals filling a job-sharing position which totals a full-time equivalent at the time of calculation of seniority shall be considered as one (1) full-time equivalent, or, as two (2) part-time employees. This determination shall be made by the Department at the time the position is created. For all current job-share positions, they shall be considered as part-time positions for purposes of this Article.
(2) Seniority for prior non-job-share time shall be determined by giving the employee one (1) point per month for any full-time worked and pro rata credit for each month spent on the job in less than full-time capacity.
(3) Seniority for a current full-time equivalent job-share position shall be determined by giving the employee one (1) point per month for each continuous month spent on the job share if the two (2) employees are to be treated as a full-time equivalent for purposes of layoff. Seniority for prior noncontinuous job-share time shall be calculated on the same basis as part-time service. Total seniority for employees in the job share position will be determined by averaging the two (2) individuals' scores.
(4) If employees in a job-share position are to be treated as part-time employees, seniority for the position shall be determined on a prorated basis as per part-time seniority computation.
Job Share. Employees shall not be unreasonably denied the opportunity to job share. If the Home agrees to a job sharing arrangement, the following conditions shall apply unless otherwise agreed to by the parties.
(a) Job Sharing is defined as an arrangement whereby two (2) employees share the hours of work, of what would otherwise be a full-time position.
(b) The Home agrees that it will not unreasonably refuse a request from the Union:
i) on behalf of one or more of the full-time employees who wish her/his position to be job shared.
ii) on behalf of one or more of the part-time employees who would like to see a vacant full-time position job shared.
(c) The other half of the job sharing position in (i) above and both halves of the job sharing position in (ii) above, will be posted under the Collective Agreement.
(d) Job sharers who previously were full-time and participating in OMERS, will receive nine percent (9%) in lieu of benefits and continue to be a member of OMERS. The Employer and employee will continue to pay their share of OMERS contributions.
(e) Total hours assigned on the posted schedule to the two job sharers shall equal one (1) full-time position. The division of these hours on the schedule shall be determined by mutual agreement between the two (2) employees and Management.
(f) The above schedules shall conform with scheduling provisions of the full- time scheduling regulations of the Collective Agreement. Aside from scheduling provisions, job sharers will be governed by the Collective Agreement provisions, applicable to part-time employees. Job sharers will only be called for extra shifts after all Part Time employees who would not require a premium payment have been called.
(g) Each job sharer may exchange shifts with her/his partner, as well as with other employees as provided by the Collective Agreement.
(h) The job sharers involved will have the right to determine which partner works on scheduled paid holidays and job sharers will only be required to work the number of paid holidays that a full-time employee would be required to work.
(i) It is expected that both job sharers will cover each other's incidental illnesses and scheduled vacation. If, because of unavoidable circumstances, one cannot cover the other, the supervisor must be notified to book coverage. Job sharers are not required to cover for their partner in the case of prolonged or extended absences but it is hoped that the remaining member of the position would be prepared to cover th...
Job Share. The University and the Police Officers Association of Michigan (POAM) agree that in unique circumstances, it may be beneficial for two employees to enter into an agreement to job-share. A job-share position shall be defined as a full-time position shared by two (2) bargaining unit members. Approval of a job-share shall rest with the University after consultation with the POAM. At the expiration of this agreement, the parties will review the status of job-share arrangements and determine whether this letter of agreement should be extended, modified or terminated. For the term of this agreement, the University and the POAM agree that:
A. The University shall determine a regular job-share schedule, between 40 and 60 hours in a two-week period.
B. Individuals interested in job-sharing should contact the Human Resources Office. When a job-sharing opportunity becomes available, the Human Resources Office will contact those who have expressed an interest and facilitate job-share matching after application by the employee. Job-share opportunities shall be posted.
C. Benefits will be provided to employees in a job-share position as follows:
1. Medical Insurance will be made available. The cost of coverage to the University shall not exceed the cost of coverage for one staff member.
a. If both job-share employees do not elect coverage, each will receive 50% of the credit given to regular full and part-time staff.
b. If one job-share employee elects medical insurance and the other does not: the employee without coverage will receive 50% of the credit given to regular full and part-time employees, the other job- share employee will pay the cost of the credit given to the other employee plus the cost charged to regular full and part-time employees for the option that they select.
c. If both job-share employees elect medical coverage, each employee will pay 50% of the group cost for the plan chosen. The University will pay the remaining 50%. Group costs will change annually.
2. Dental Insurance will be made available. The cost of coverage to the University shall not exceed the cost of coverage for one staff member.
a. If both job-share employees do not elect coverage, each will receive 50% of the credit given to regular full and part-time staff.
b. If one job-share employee elects dental insurance and the other does not: the employee without coverage will receive 50% of the credit given to regular full and part-time employees, the other job- share employee will pay the ...
Job Share. The following provisions provide the minimum requirements for job share guidelines: Definition Job share is a voluntary arrangement in which a full-time continuing position, occupied by a full-time continuing employee, is divided between that employee and another suitable employee. Both employees will share responsibility for the position for a fixed-term period. Principles underpinning the guidelines Job share arrangements are arrangements entered into at an employee’s initiative. No employee will be coerced into taking up or converting to such a position. Size of school ratio The number of job share positions offered in any school will not normally exceed one (1) to seven (7) – (one job share position to seven full-time positions). The employer may vary the ratio above the maximum of 1:7 where necessary or desirable. Subsequent appointment At the conclusion of the job share period both employees return to the position as designated in the relevant letter of appointment and the employment status each held before the job-share began. Length of appointment Job share positions are usually for one school year. Job share positions may be for shorter periods and may be negotiated at the end of each year for a subsequent period. Arrangements Arrangements of the job share position will be detailed in a document signed by the employer/Principal and employees and will include but not limited to: days/hours worked, communication protocols, planning time, non-contact time, excursions, parent – teacher interviews, assessment and reporting procedures, playground and bus duty, attendance at staff meetings, timetabled sport and related arrangements, and professional development. The arrangements should outline the protocols to be followed, if for whatever reason, one member of the job share is unable to continue in the position during the period of the job share. Alterations to arrangements Alterations to arrangements may be initiated by the employee/s or employer and need to be mutually agreed. Such alterations will require at least two weeks’ notice or a shorter period by mutual agreement, before implementation. Division of position The position will generally be divided according to full days but other options may be mutually agreed between the employer and employees. Rates of pay Job share employees are to be remunerated on a pro rata basis according to their classification and include reference to any relevant allowances. Pro rata conditions and benefits Employees...
Job Share. The Board may approve two continuous employees to share a job for a period of one year. Applications for job share must be received prior to March 31st each year, or a later date established by the Board.
Job Share. Full-time employees may request to work on a job-sharing basis as outlined in the Employer’s policy, and if approved by the Employer, the terms and conditions of the policy shall apply, as amended from time to time. At the end of the job sharing, the employee whose job was shared will revert to her full-time position and job sharer will revert to her previous position.
Job Share. The Medical Center will comply with its policy regarding job share positions, as it is currently in effect and may be amended from time to time, provided, however, that the Medical Center will not alter the provision that the job share position remains with the original FTE or “position holder” and his or her corresponding shift.
