Reduced Workload. Upon the request of the employee, the Board may approve a Reduced Workload Agreement.
A. Such agreement must meet the following criteria:
1. The employee must:
a. Be determined by the District as being eligible for participation in accordance with existing STRS (State Teachers' Retirement System) statutory provisions and administrative directives.
b. Have been an employee of the district ten or more years.
c. Have been a full-time District employee for at least ten years of which the five consecutive years immediately preceding such reduced workload assignment were full-time employment without a break in service.
d. Have reached the age of fifty-five (55) prior to reduction in workload.
e. Have reached a placement on the salary schedule equal monetarily to Step 12, last column of the appropriate salary schedule.
2. Must be mutually beneficial to the district and to the employee.
B. Such reduced workload agreement shall:
1. Not exceed ten years
2. Not extend beyond the end of the year in which the employee reaches his or her 70th birthday
3. Commence at the beginning of a school year
4. Not be revoked except with mutual consent of both parties.
C. The employee shall:
1. Contribute to the State Teachers' Retirement System the amount which would be required had that person been a full-time employee.
2. Work at least the equivalent of one-half of the number of days of service required by the member's contract of employment during his or her final year of service in a full-time position.
3. Receive a salary which is the pro rata share of the salary the member would be earning had the member not elected to exercise the option of part-time employment.
D. The District shall:
1. Contribute to the State Teachers' Retirement System an amount based upon the salary that would have been paid to the member had the member been employed full-time and at the rate specified by the STRS Board.
2. Maintain the necessary records to separately identify each member receiving this benefit.
E. The employee shall receive health benefits in the same manner as if employed full-time.
F. Eligibility for retirement health benefits shall be determined as if the employee had been employed full-time.
Reduced Workload. Regular bargaining unit members with at least ten (10) years of full-time service to the District are eligible for a reduced workload assignment.
14.14.1 The following conditions must be met to be eligible for a reduced workload:
a) The reduction in workload must be administered in accordance with California Education Code, Section 87483.
b) The employee must have reached the age of fifty-five (55) prior to reduction in workload.
c) The employee must have had five (5) years of full-time faculty employment with the District, without a break in service, immediately preceding the reduction. Sabbatical leaves shall not constitute a break in service. Time spent on a sabbatical leave shall not be used in computing the five (5)-year full-time service requirement.
d) The employee must have at least ten (10) years of full-time faculty experience with the District.
e) A request for a reduced workload must be submitted in writing to the appropriate first-level manager on or before February 1 of the preceding academic year. Due to special circumstances, a time extension may be granted by the Chief Instructional Officer or designee.
f) The minimum part-time employment shall be the equivalent of one-half of the number of days of service required by the employee’s contract of employment during his or her final year of service in a full-time position. (The employee must work at least 50.00 FTEF). Faculty on reduced workloads may apply for continued reduced workload status for up to ten (10) years on a year-to-year basis according to the above procedure.
14.14.2 Once the assignment is granted, the reduced workload assignment may be revoked only with the mutual consent of the employee and employer. The reduction in workload will be effective for up to one (1) academic year’s service upon approval of the Governing Board.
Reduced Workload. After having received a recommendation from the President of the Association, the President of any University may reduce the workload of any official of the Association who is employed at such University and in respect of whom such recommendation is made; provided, however, that the total number of all such reductions in effect at any time within the State Universities collectively shall not exceed six (6) semester hours of credit of instruction per semester; and provided further that the Association shall reimburse the affected State University for the cost of any such reduction in workload.
Reduced Workload. The University shall consider, on a case by case basis, written requests for temporary voluntary reduction in workloads for Regular Faculty. If granted, the terms shall be agreed upon in writing between the Faculty Member, the Faculty Association, and the University, consistent with the current Collective Agreement.
Reduced Workload. 24.1 The District may temporarily grant a reduced workload to full-time faculty members, offering an opportunity for flexibility in the schedule of its faculty.
24.1.1 To participate, a full-time faculty member must have been continuously employed as a full-time faculty member by the District for the ten (10) years preceding application, and have not utilized other paid options (excluding leaves covered in Article 10, Sections 10.1 through 10.7) within the preceding five (5) years.
24.1.2 The reduction in load may be for a maximum of two (2) consecutive semesters with one (1) application.
24.1.3 Except for extenuating circumstances, and excluding disability leaves and health/emergency type leaves covered in Article 10, Sections 10.1 through 10.7, the total number of faculty exercising various leave and reduced workload options shall not exceed ten percent (10%) of the full-time faculty within an academic year.
24.1.4 It is recognized by the District that an employee participating in the reduction of workload is on an approved leave of absence, and has all of the rights of a full-time faculty member on any approved leave of absence. Participants who average a seventy percent (70%) or greater load for the year will qualify for step advancement as usual.
24.1.5 Full-time faculty members on a reduced workload leave shall have the right to return to full-time status, with an assignment comparable to that held prior to the commencement of the load reduction.
24.1.6 Participants will be subject to reduction in force decisions, pursuant to Article 21 and Appendix E, and to reassignment decisions, pursuant to Article 18, while in reduced workload status.
Reduced Workload. A faculty member, when offered, may accept a reduced load in lieu of layoff. Such employee shall be paid pro-rata on the percentage of a full load. The employee's position on the salary schedule shall not be affected.
Reduced Workload. The Institute shall consider, on a case by case basis, written requests for voluntary reduction in workloads. If granted, the terms shall be agreed upon in writing between the Faculty Member, the Faculty Association, and the Institute, consistent with the current Collective Agreement.
Reduced Workload. Subject to the provisions in State statutes, an employee may work less than full-time but at least 50% and receive retirement credit for STRS as a full-time employee for up to five (5) years prior to the effective retirement date.
Reduced Workload with Pro-Rated Pay
(a) Reduced workload (RW) with pro-rated pay may be granted by the Employer at any time to any Member who applies voluntarily for such status. A Member who wants a RW will notify the Xxxx in writing prior to October 15. The Member will state the proposed date of commencement of the RW, the number of year(s) of RW, and the percentage of full workload he or she will carry in each year. By November 5, the Xxxx will inform the Member in writing of the terms of the proposed RW, including a reference to the specific section(s) of the Collective Agreement which governs RW. By November 20, the Member will write to the Xxxx indicating his or her acceptance or rejection of the terms of the proposed RW. Failure by the Member to respond by November 20 will constitute rejection of the terms. If accepted by the Member, a copy of the terms of the RW will be sent by the Xxxx to the Xxxxxxx and the President of the Association by December 5. These dates may be altered by mutual agreement of the parties. All RW arrangements will commence the following July 1.
(b) The Member may request that the RW arrangement be made permanent. A permanent RW is subject to a career maximum of ten (10) years. A Member on a permanent RW will either retire or otherwise leave the University’s employ at the end of the permanent RW.
(c) The Member may also request a temporary RW arrangement for one or two years, agreed to by the Member and the Employer. A Member whose RW will expire on June 30 may apply to the relevant Xxxx for an extension(s) of up to two years using the procedure described in Article 27.11(a). After a maximum total of five years, no further extensions will be granted, and a Member will automatically return to full workload.
(d) Requests for RW will not be unreasonably denied. The RW will not be less than one half (1/2) of the Member’s teaching load as defined by Article 27.2. The rights and responsibilities of Members (see Article 18) on RW are the same as Members with a full workload but are carried out on a less than full-time basis.
(e) A Member on RW will continue as a Member of the Bargaining Unit.
(f) The Member will continue to participate in all benefit plans as listed in Article 31 at his/her nominal salary, subject to the conditions of any particular plan, and including such cost-sharing arrangements as there specified, except for life insurance, short term disability and long term disability, which will be based on his/her actual (RW) salary.
(g) F...
Reduced Workload. Even though all Faculty Members have full-time appointments, individual Faculty Members may enter into a voluntary reduced workload arrangement for fixed periods of time with the agreement of their Xxxx. Normally these arrangements are for one or more years and may be part of a phased retirement. While on a reduced workload arrangement the Faculty Member’s total responsibilities will be lowered to some fraction of a full-time workload, typically fifty percent (50%). The standard balance of 40% Research, 40% Teaching and 20% Service commitments may be adhered to, but variations from this mix may also be agreed to by the Faculty Member. Faculty Members on reduced workload arrangements have the same rights, privileges and responsibilities as other Faculty Members in all respects except for the prorated workload.
