Voluntary Phased Separation Plan Sample Clauses

Voluntary Phased Separation Plan. Available to faculty from September 1, 2015 to May 31, 2020 May 31, 2021.
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Voluntary Phased Separation Plan. Available to faculty from September 1, 2020 to May 31, 2021. Table of Contents Article 1. Witnesseth 1 Article 2. Faculty Affairs Council 1 Article 3. Term of Agreement 1 Article 4. Academic Calendars 1 Article 5. Salary 2 Article 6. Overload Teaching 6
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Voluntary Phased Separation Plan. Available to faculty from September 1, 2022 to May 31, 2025. Prologue This is a voluntary program and application into it must be initiated by the faculty member. Unless replaced by an alternative early separation plan mutually agreed upon by FAC and the University of Scranton, this program of voluntary phased separation becomes effective on September 1, 2022 and continues in force as part of the collective bargaining agreement that expires on August 31, 2025. If another early separation plan choice becomes available during the phasing period of this plan, the faculty member may opt for the other plan, but the full retirement date will remain in force. Eligibility To be eligible for the voluntary separation plan, the faculty member must be at least 62 years of age before the first semester when phased separation begins. An eligible faculty member must have completed no fewer than fifteen (15) years of service as a full-time faculty member at the University of Scranton before phased separation begins. For purposes of this voluntary phased separation plan, “base salary” refers to the last regular contract salary of the faculty member plus all negotiated increments. Entrance into the plan commences with the first regular semester in phased retirement. Phased Separation Plan A faculty member’s phased retirement plan must include no more than fifteen (15) but no fewer than twelve (12) credits per academic year (fall and spring semester). The given period of time which is selected in C.1 shall be no more than two (2) academic years but no fewer than one academic year. Faculty who initially opt for fewer than two academic years may petition the Pxxxxxx/SVPAA for a one-time extension of the phased retirement period up to the maximum of two academic years. Full retirement and the cessation of tenure begin with the completion of the last academic year of the phased retirement.
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Related to Voluntary Phased Separation Plan

  • Disability Separation A. An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations.

  • Employee Compensation Upon Separation An Employee, upon her separation from employment, shall be compensated for vacation leave to which she is entitled.

  • DATE OF SEPARATION The date of separation of the Couple was on , 20 .

  • Employer Compensation Upon Separation An Employee, upon her separation from employment, shall compensate the Employer for vacation which was taken but to which she was not entitled.

  • Cyclic Year Employment The Employer may fill a position with a cyclic year appointment for positions scheduled to work less than twelve (12) full months each year, due to known, recurring periods in the annual cycle when the position is not needed. At least fifteen (15) days before the start of each annual cycle, incumbents of cyclic year positions will be informed, in writing, of their scheduled periods of leave without pay in the ensuing cycle. Such periods of leave without pay will not constitute a break in service. When additional work is required of a cyclic position during a period for which the position was scheduled for leave without pay, the temporary work will be offered to the incumbent. The incumbent will be allowed at least three (3) working days in which to accept or decline the offer. Should the incumbent decline the work, it will be offered to other cyclic employees, in the same classification, with the necessary skills and abilities, in order of seniority, before being filled by other means.

  • School Year Employment If an employee is employed on the basis of a school year and such employment contemplates absences from the State payroll during the summer months or vacation periods scheduled by the Appointing Authority which occur during the regular school year, the employee shall nonetheless remain eligible for an Employer Contribution, provided that the employee appears on the regular payroll for at least one (1) working day in the payroll period immediately preceding such absences.

  • Supplemental Employment Benefit for Maternity and Parental Leave 8.5.1 Effective April 1, 2002, when on maternity or parental leave, an employee will receive a supplemental payment added to Employment Insurance benefits as follows:

  • Alternative Employment An employer, in a particular redundancy case, may make application to the Commission to have the general severance pay prescription varied if the employer obtains acceptable alternative employment for an employee.

  • VESTED RETIREMENT GRATUITY VOLUNTARY EARLY PAYOUT a) An Employee eligible for a Sick Leave Credit retirement gratuity as per Appendix A shall have the option of receiving a payout of his/her gratuity on August 31, 2016, or on the employee’s normal retirement date.

  • Notice of Separation When an employee’s resignation is presumed in accordance with Section 27.2 above, the Employer will separate the employee by sending a separation notice to the employee by certified mail to the last known address of the employee. Such notice will include information regarding eligibility for continuation of medical benefits.

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