Temporary Interruption of Employment. When the Employer declares that a temporary interruption of employment should be considered because of lack of funds, either party may provide the other with written notice to meet and discuss possible terms of such interruption or alternative options. Such meeting must occur within thirty (30) days of the declaration. Terms and alternatives shall be subject to mutual agreement by the Union and the Employer. The parties agree that any and all discussions that take place under this Section shall not be subject to the Complete Agreement articles of any of the agreements or constitute interim negotiations under PECBA. In addition, the parties will not be required to use the dispute resolution process contained in the PECBA.
Temporary Interruption of Employment. Any temporary interruption of employment because of adverse weather conditions, shortage of supplies or for other unexpected or unusual reasons, which does not exceed ten (10) days, shall not be considered a layoff if, at the termination of such conditions, employees are to be returned to employment. Such interruptions of employment may be charged to accrued vacation leave or may be recorded as leave without pay.
Temporary Interruption of Employment. When work is not available due to a temporary situation beyond the Agency’s control, employees in the affected work unit may have their employment temporarily interrupted for up to fifteen (15) calendar days without this being considered a formal layoff under this Article. Temporary workload fluctuations will not be considered as justification for invoking this provision. Should such a temporary interruption of employment occur, employees so affected will be allowed to use any form of accrued paid leave including vacation, compensatory time off, or personal leave or will be placed on leave without pay where the affected employee(s) have insufficient compensatory time to cover the period of interruption. If limited work is available within the affected work unit, it will be offered to employees by seniority, within the affected classifications, during the period of the temporary interruption provided that if current seniority scores are available, those scores shall be utilized and if special skills are needed, this section shall not apply.
Temporary Interruption of Employment. Any temporary interruption of employment because of lack of work or unexpected or unusual reasons which do not exceed fifteen (15) consecutive work days, shall not be considered a layoff. When the Employer declares that a temporary interruption of employment should be considered because of lack of funds, either party may provide the other with written notice to meet and discuss possible terms of such interruption or alternative options. Such meeting must occur within thirty (30) days of the declaration. Terms and alternatives shall be subject to mutual agreement by the Union and the Employer. The Parties agree that any and all discussions that take place under this Section shall not be subject to the Complete Agreement articles of any of the agreements or constitute interim negotiations under PECBA. In addition, the Parties will not be required to use the dispute resolution process contained in the PECBA.
Temporary Interruption of Employment. Temporary layoff is defined as a temporary interruption of employment because of lack of work or unexpected or unusual reasons which does not exceed four (4) shifts per month, and twenty (20) shifts per year, per employee. Temporary layoff is different than permanent layoff as defined in Section 1 of this Article, because at the termination of such conditions giving rise to the temporary layoff, employees are to be returned to employment. Such temporary interruptions of employment shall be recorded and reported as temporary layoff without pay, but seniority and other fringe benefits shall continue without interruption. Where an FLSA-exempt employee is temporarily laid off for less than one (1) full workweek, that time shall not be recorded as leave without pay.
Temporary Interruption of Employment. Any temporary interruption of employment because of lack of work or unexpected or unusual reasons, except Article 37 – Inclement Conditions, beyond the Employer’s control which does not exceed fifteen (15) consecutive days and is not due to lack of funds, shall not be considered a layoff if, at the termination of such conditions, employee(s) are to be returned to employment. Such interruptions of employment for FLSA Non-exempt employees shall be recorded and reported as leave without pay, unless the employee opts to use accrued vacation leave, personal leave or compensatory time off during the period of the temporary interruption. For FLSA Exempt employees, the employee may exercise the option to use accrued vacation leave, personal leave or compensatory time off for temporary interruptions of employment that last one or more full workweeks, but for partial workweeks the employee is paid. Employees remaining on duty during the temporary interruption will be selected by seniority within classification. When the Employer declares that a temporary interruption of employment should be considered because of lack of funds, either party may provide the other with written notice to meet and discuss possible terms of such interruption or alternative options. Such meeting must occur within thirty (30) days of the declaration. Terms and alternatives shall be subject to mutual agreement by the Union and the Employer. The parties agree that any and all discussions that take place under this Section shall not be subject to the Complete Agreement articles of any of the agreements or constitute interim negotiations under PECBA. In addition, the parties will not be required to use the dispute resolution process contained in the PECBA.
Temporary Interruption of Employment. When work is not available due to a temporary situation beyond the Agency's control, employees in the affected work unit may have their employment temporarily interrupted for up to fifteen
Temporary Interruption of Employment. LACK OF WORK
Section 1. Any temporary interruption of employment because of lack of work or unexpected or unusual reasons which does not exceed fifteen (15) days, shall not be considered a layoff if, at termination of such conditions, employees are to be returned to employment. Such interruptions of employment shall be by work unit and recorded and reported as leave without pay. Under no circumstances shall this Article be used to remedy shortage of funds.
Section 2. An employee who is affected by a temporary interruption of employment shall be allowed to use any form of paid leave including vacation, compensatory time off, or personal leave provided the leave has been accrued. Such employee shall continue to accrue all benefits during this period. This Section shall only apply to FLSA-exempt employees where the interruption is for one (1) or more full workweek(s).
Section 3. For periods longer than fifteen (15) days, the Appointing Authority shall follow the procedures described in Article 70--
Temporary Interruption of Employment. LACK OF WORK
Temporary Interruption of Employment. Temporary layoff is defined as a temporary interruption of employment because of lack of work or unexpected or unusual reasons which does not exceed four (4) shifts per month, and twenty (20) shifts per year, per employee. Temporary layoff is different than permanent layoff as defined in Section 1 of this Article, because at the termination of such conditions giving rise to the temporary layoff, employees are to be returned to employment. Such temporary interruptions of employment shall be recorded and reported as temporary layoff without pay, but seniority and other fringe benefits shall continue without interruption. Where an FLSA-exempt employee is temporarily laid off for less than one (1) full workweek, that time shall not be recorded as leave without pay. In cases of any such temporary layoff, reductions shall take place in the affected nursing unit in the following order: (a) volunteers; (b) temporary; (c) trial service; and (d) regular employees. Trial service and regular employees are to be temporarily laid off on a rotational basis, beginning with the least senior employee scheduled on a shift in the work unit. An employee (other than a volunteer) shall be given notice sixteen (16) hours prior to the beginning of the scheduled shift from which he is to be temporarily laid off, or be paid for that scheduled shift.
