Common use of Mandatory Furloughs Clause in Contracts

Mandatory Furloughs. The University reserves unto itself, through its Board of Trustees, the right to adopt and implement a policy providing for mandatory furloughs of employees to achieve spending reductions necessitated by institutional budget deficits. Any implementation of a mandatory furlough policy shall not be considered a lay-off of staff within the meaning of Article 27 or as the term may be used elsewhere in this Agreement. As such, a mandatory furlough policy supersedes all other university policies and this Agreement and applies to all employees regardless of source of funds, place of work or appointment terms or status. Any mandatory furlough policy shall be limited in duration to the minimum number of furlough days necessitated by institutional budget deficits and only after the University has explored other cost-cutting alternatives and the means of initiating mechanisms for generating additional revenue. The maximum number of furlough days allowed during fiscal years 2018, 2019 and 2020 respectively shall not exceed five (5) unpaid days per fiscal year. The University will provide the Union with at least forty-five (45) days advance notice of the intended implementation of the furlough policy and the supporting financial information. At the request of the Union, the parties shall bargain over the impact of the furlough policy on bargaining unit employees, including the method for scheduling time-off. Furlough days will not impact an employee’s eligibility for or continued enrollment in the University’s health, vision and life insurance plans. The University will provide the affected employees and the Union with at least thirty (30) days advance notice of the implementation plan of a mandatory furlough. Nothing in the foregoing shall prohibit the parties from meeting to discuss the possibility of allowing additional unpaid furlough days in any fiscal year(s) to avoid or reduce the impact of mass layoffs.

Mandatory Furloughs. The University reserves unto itself, through its Board of Trustees, the right to adopt and implement a policy providing for mandatory furloughs of employees to achieve spending reductions necessitated by institutional budget deficits. Any implementation of a mandatory furlough policy shall not be considered a lay-off of staff within the meaning of Article 27 or as the term may be used elsewhere in this Agreement. As such, a mandatory furlough policy supersedes all other university policies and this Agreement and applies to all employees regardless of source of funds, place of work or appointment terms or status. Any mandatory furlough policy shall be limited in duration to the minimum number of furlough days necessitated by institutional budget deficits and only after the University has explored other cost-cutting alternatives and the means of initiating mechanisms for generating additional revenue. The maximum number of furlough days allowed during fiscal years 20182021, 2019 2022 and 2020 2023 respectively shall not exceed five (5) unpaid days per fiscal year. The University will provide the Union with at least forty-five (45) days advance notice of the intended implementation of the furlough policy and the supporting financial information. At the request of the Union, the parties shall bargain over the impact of the furlough policy on bargaining unit employees, including the method for scheduling time-off. Furlough days will not impact an employee’s eligibility for or continued enrollment in the University’s health, vision and life insurance plans. The University will provide the affected employees and the Union with at least thirty (30) days advance notice of the implementation plan of a mandatory furlough. Nothing in the foregoing shall prohibit the parties from meeting to discuss the possibility of allowing additional unpaid furlough days in any fiscal year(s) to avoid or reduce the impact of mass layoffs.

Mandatory Furloughs. The Pursuant to and consistent with the authority granted in Section 371.70.20 of Amended Substitute House Bill Number 1, the University reserves unto itself, through its Board of Trustees, the right to adopt and implement a policy providing for mandatory furloughs of employees to achieve spending reductions necessitated by institutional budget deficits. Any implementation of a mandatory furlough policy shall not be considered a lay-off of staff within the meaning of Article 27 16 or as the term may be used elsewhere in this Agreement. As such, a mandatory furlough policy supersedes all other university policies and this Agreement and applies to all employees regardless of source of funds, place of work or appointment terms or status. Any mandatory furlough policy shall be limited in duration to the minimum number of furlough days necessitated by institutional budget deficits and only after the University has explored other cost-cost- cutting alternatives and the means of initiating mechanisms for generating additional revenue. The maximum number of furlough days allowed during each of the fiscal years 2018, 2019 and 2020 respectively of this Agreement shall not exceed five (5) unpaid days per fiscal year. The University will provide the Union with at least forty-five (45) days advance notice of the intended implementation of the furlough policy and the supporting financial information. At the request of the Union, the parties shall bargain over the impact of the furlough policy on bargaining unit employees, including the method for scheduling time-off. Furlough days will not impact an employee’s eligibility for or continued enrollment in the University’s health, vision and life insurance plans. The University will provide the affected employees and the Union with at least thirty (30) days advance notice of the intended implementation plan of a mandatory furloughfurlough and the supporting financial information. Nothing in the foregoing shall prohibit the parties from meeting to discuss the possibility of allowing additional unpaid furlough days in any fiscal year(s) to avoid or reduce the impact of mass layoffs.

Mandatory Furloughs. The University reserves unto itself, through its Board of Trustees, the right to adopt and implement a policy providing for mandatory furloughs of employees to achieve spending reductions necessitated by institutional budget deficits. Any implementation of a mandatory furlough policy shall not be considered a lay-off of staff within the meaning of Article 27 or as the term may be used elsewhere in this Agreement. As such, a mandatory furlough policy supersedes all other university policies and this Agreement and applies to all employees regardless of source of funds, place of work or appointment terms or status. Any mandatory furlough policy shall be limited in duration to the minimum number of furlough days necessitated by institutional budget deficits and only after the University has explored other cost-cutting alternatives and the means of initiating mechanisms for generating additional revenue. The maximum number of furlough days allowed during fiscal years 20182015, 2019 2016 and 2020 2017 respectively shall not exceed five (5) unpaid days per fiscal year. The University will provide the Union with at least forty-five (45) days advance notice of the intended implementation of the furlough policy and the supporting financial information. At the request of the Union, the parties shall bargain over the impact of the furlough policy on bargaining unit employees, including the method for scheduling time-off. Furlough days will not impact an employee’s 's eligibility for or continued enrollment in the University’s 's health, vision and life insurance plans. The University will provide the affected employees and the Union with at least thirty (30) days advance notice of the implementation plan of a mandatory furlough. Nothing in the foregoing shall prohibit the parties from meeting to discuss the possibility of allowing additional unpaid furlough days in any fiscal year(s) to avoid or reduce the impact of mass layoffs.

Mandatory Furloughs. The Pursuant to and consistent with the authority granted in Section 371.70.20 of Amended Substitute House Xxxx Number 1, the University reserves unto itself, through its Board of Trustees, the right to adopt and implement a policy providing for mandatory furloughs of employees to achieve spending reductions necessitated by institutional budget deficits. Any implementation of a mandatory furlough policy shall not be considered a lay-off of staff within the meaning of Article 27 16 or as the term may be used elsewhere in this Agreement. As such, a mandatory furlough policy supersedes all other university policies and this Agreement and applies to all employees regardless of source of funds, place of work or appointment terms or status. Any mandatory furlough policy shall be limited in duration to the minimum number of furlough days necessitated by institutional budget deficits and only after the University has explored other cost-cost- cutting alternatives and the means of initiating mechanisms for generating additional revenue. The maximum number of furlough days allowed during each of the fiscal years 2018, 2019 and 2020 respectively of this Agreement shall not exceed five (5) unpaid days per fiscal year. The University will provide the Union with at least forty-five (45) days advance notice of the intended implementation of the furlough policy and the supporting financial information. At the request of the Union, the parties shall bargain over the impact of the furlough policy on bargaining unit employees, including the method for scheduling time-off. Furlough days will not impact an employee’s eligibility for or continued enrollment in the University’s health, vision and life insurance plans. The University will provide the affected employees and the Union with at least thirty (30) days advance notice of the intended implementation plan of a mandatory furloughfurlough and the supporting financial information. Nothing in the foregoing shall prohibit the parties from meeting to discuss the possibility of allowing additional unpaid furlough days in any fiscal year(s) to avoid or reduce the impact of mass layoffs.