Common use of Regularization of Non-Regular Employees Clause in Contracts

Regularization of Non-Regular Employees. On or about May 15 of each year, the College will review the workload of all Non- Regular employees and convert to Regular status, effective July 1 of that year, those employees who meet either of the following criteria: i) the employee has worked at least (50%) fifty percent of a full-time workload for each of two consecutive appointment years and there is a reasonable expectation of ongoing work for which the employee has the right of first refusal and which the employee is qualified to perform, at a workload of at least (50%) fifty percent for two semesters in the next appointment year, OR ii) the employee has worked at least one hundred and twenty percent (120%) of an annualized workload over two consecutive appointment years and there is a reasonable expectation of ongoing work for which the employee has the right of first refusal and which the employee is qualified to perform, at a workload of at least fifty percent (50%) on an annualized basis over the next appointment year. An employee who does not meet the reasonable expectation clause by July 1 may request their situation be reviewed on or before September 15. If the above criteria is met, the employee will be regularized. The following definitions apply for the purposes of this article only: 1. An appointment year is the period from July 1 of one year to June 30 of the next year. 2. When considering the current appointment year the workload review shall include anticipated workload beyond May 15 up to June 30. 3. To qualify as workload, the employee’s work must be all at one campus of the College.

Regularization of Non-Regular Employees. On or about May 15 of each year, the College will review the workload of all Non- Non-Regular employees and convert to Regular status, effective July 1 of that year, those employees who meet either of the following criteria: (i) the employee has worked at least (50%) fifty percent of a full-time workload for each of two consecutive appointment years and there is a reasonable expectation of ongoing work for which the employee has the right of first refusal and which the employee is qualified to perform, at a workload of at least (50%) fifty percent for two semesters in the next appointment year, OR, (ii) the employee has worked at least one hundred and twenty percent (120%) of an annualized workload over two consecutive appointment years and there is a reasonable expectation of ongoing work for which the employee has the right of first refusal and which the employee is qualified to perform, at a workload of at least fifty percent (50%) on an annualized basis over the next appointment year. An employee who does not meet the reasonable expectation clause by July 1 may request their situation be reviewed on or before September 15. If the above criteria is met, the employee will be regularized. The following definitions apply for the purposes of this article only: 1. An appointment year is the period from July 1 of one year to June 30 of the next year. 2. When considering the current appointment year the workload review shall include anticipated workload beyond May 15 up to June 30. 3. To qualify as workload, the employee’s work must be all at one campus of the College.

Regularization of Non-Regular Employees. On or about May 15 of each year, the College will review the workload of all Non- Regular employees and convert to Regular status, effective July 1 of that year, those employees who meet either of the following criteria: i) the employee has worked at least (50%) fifty percent of a full-time workload for each of two consecutive appointment years and there is a reasonable expectation of ongoing work for which the employee has the right of first refusal and which the employee is qualified to perform, at a workload of at least (50%) fifty percent for two semesters in the next appointment year, OR ii) the employee has worked at least one hundred and twenty percent (120%) of an annualized workload over two consecutive appointment years and there is a reasonable expectation of ongoing work for which the employee has the right of first refusal and which the employee is qualified to perform, at a workload of at least fifty percent (50%) on an annualized basis over the next appointment year. An employee who does not meet the reasonable expectation clause by July 1 may request their situation be reviewed on or before September 15. If the above criteria is met, the employee will be regularized. The following definitions apply for the purposes of this article only: 1. An appointment year is the period from July 1 of one year to June 30 of the next year. 2. When considering the current appointment year the workload review shall include anticipated workload beyond May 15 up to June 30. 3. To qualify as workload, the employee’s work must be all at one campus of the College.