Common use of Reduced Workload Clause in Contracts

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) For Members in the Nipissing University Pension Plan, contributions will be based on actual (RW) salary or, at the request of the Member, nominal full-time salary, subject to Canada Revenue Agency limitations on pension contributions for time not worked or periods of reduced pay. The University will make its pension contributions on the same basis as the Member. (h) A Member on RW will earn sabbatical credits on a pro-rated basis and will be entitled to a sabbatical allowance based on his or her nominal full-time salary. (i) A Member on RW will be eligible for tenure and promotion. He/she will earn service towards tenure eligibility on a pro-rated basis or, if the Member chooses, on a full-time basis. In any application for tenure and/or promotion, the timelines for tenure and/or promotion will be adjusted accordingly to reflect the pro-rated nature of the Member’s position. (j) A Member on RW will be eligible for professional expenses reimbursement (PER) similar to full-time tenured and tenure-track Members. (k) A Member on RW will receive such additions to his/her nominal salary as will be implemented as a result of collective bargaining, including Progress Through the Ranks. (l) A Member seeking a RW may be represented by the Association at every stage of the discussions concerning such an arrangement.

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 yearcarry. 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 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 Vice President, Academic and Research 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(a27.12(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) For Members in the Nipissing University Pension Plan, contributions will be based on actual (RW) salary or, at the request of the Member, nominal full-time salary, subject to Canada Revenue Agency limitations on pension contributions for time not worked or periods of reduced pay. The University will make its pension contributions on the same basis as the Member. (h) A Member on RW will earn sabbatical credits on a pro-rated basis and will be entitled to a sabbatical allowance based on his or her nominal full-time salary. (i) A Member on RW will be eligible for tenure and promotion. He/she will earn service towards tenure eligibility on a pro-rated basis or, if the Member chooses, on a full-time basis. In any application for tenure and/or promotion, the timelines for tenure and/or promotion will be adjusted accordingly to reflect the pro-rated nature of the Member’s position. (j) A Member on RW will be eligible for professional expenses reimbursement (PER) similar to full-time tenured and tenure-track Members. (k) A Member on RW will receive such additions to his/her nominal salary as will be implemented as a result of collective bargaining, including Progress Through the Ranks. (l) A Member seeking a RW may be represented by the Association at every stage of the discussions concerning such an arrangement.Article