Voluntary Time Off (VTO) Sample Clauses

Voluntary Time Off (VTO). The needs of the City and the respective departments (as determined by the Department Director and City Manager) will need to be considered in the actual granting of VTO. Any VTO time granted and the resulting savings will have a corresponding impact on the time needed through MTO.
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Voluntary Time Off (VTO). (a) A reduction of the workforce for a period of less than one week will not be considered a layoff. In these circumstances the Company will reduce the workforce by canvassing for volunteers within the affected classification(s) and department(s), granting unpaid leave based on seniority. VTO will be offered, in order of seniority, as follows:
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Voluntary Time Off (VTO). Program‌ VTO Program eligibility, authorization of use, and conditions are specified and limited to the VTO Program document (Appendix D), which is incorporated herein by reference. The decision to use and authorize VTO is at the discretion of the department head. This section, 8.26, and the terms, authorization, and conditions are not grievable or subject to arbitration.
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Voluntary Time Off (VTO). An employee may request voluntary time off without pay, in lieu of using accrued vacation and/or sick leave, for a minimum of one full workday and not to exceed ten (10) working days in any calendar year. The needs of the City, specifically the Child Care Division will need to be considered prior to approving a request for VTO.
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Voluntary Time Off (VTO) will be honoured by department, shift seniority and position (classification) subject to qualified personnel available to perform the work.
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Voluntary Time Off (VTO). Employee participation in this plan is contingent upon the City's understanding and agreement that employee participation cannot be interpreted as anything other than a temporary and limited good faith effort being made by the employee to do his/her part to help ease the current budget crisis. This is not to be construed as a representation of employee commitment to a permanent program or an admission of any kind that the employee would not be harmed by such a plan becoming mandatory. Employees may request voluntary unpaid time off under the following conditions:
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Voluntary Time Off (VTO). 29 7.6.2 Mandatory Time Off (MTO) 29
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Voluntary Time Off (VTO). 38 7.6.2 Mandatory Time Off (MTO) 38 7.7 Reduction in Force 39 7.7.1 Authority 39 7.7.2 Notice 39 7.7.3 Order of Layoff 39 7.7.4 Seniority 39 7.7.5 Bumping Rights 39 7.7.6 Transfer Rights 40 7.7.7 Layoff Procedure Notification 40 7.8 Re-Employment 40 7.8.1 General Guidelines 40
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Related to Voluntary Time Off (VTO)

  • Voluntary Time off Program The mandatory furlough provisions of Civil Service Commission Rule 120 shall not apply to covered employees.

  • Voluntary quit 2. Discharge for just cause.

  • Voluntary Layoffs Leave of Absence or Reduction in Hours The President, reporting Vice President and/or designee, in consultation with the Associate Vice President for Human Resource Services and/or designee, may impose or authorize alternative actions when the College believes such actions are practical and can be taken without undue disruption to business operations. Such actions may include, but are not limited to, furloughs, reduced work schedules, and leave without pay; and hiring controls.

  • Voluntary Layoff Appointing authorities will allow an employee in the same job classification and department where layoffs will occur to volunteer to be laid off provided that the employee is in a position requiring the same skills and abilities, as a position subject to layoff. Any volunteer for layoff shall have no formal layoff option. If the appointing authority accepts the employee’s voluntary request for layoff, the employee will submit a non-revocable letter stating they are accepting a voluntary layoff from the University. The employee will be placed on all applicable rehire lists.

  • Compensatory Time Off An employee shall have the option to elect to take compensatory time off in lieu of cash compensation for overtime work. Compensatory time off shall be granted within twelve

  • Voluntary Reduction in Hours Appointing Authorities may allow employee(s) to take unpaid leaves of absence to reduce layoffs otherwise necessary. If it is necessary to limit the number of employees in a work unit on unpaid leave at the same time, the Appointing Authority shall determine whether conflicts shall be resolved among classes or within a particular class based upon staffing needs. In either event, leave shall be granted on the basis of State Seniority within the employee's work unit. Such employees taking leaves of absence under this Section shall continue to accrue vacation and sick leave and be eligible for paid holidays and insurance benefits as if the employees had been actually employed during the time of leave. If a leave of absence is for one (1) full pay period or longer, any holiday pay shall be included in the first payroll period warrant after return from the leave of absence. Upon return from leave, the employee shall return to his/her former position.

  • Voluntary Deductions A. The Employer agrees to deduct from the wages of any employee who is a member of the Union a DRIVE and/or a Teamsters Legal Defense Fund deduction as provided for in a written authorization. Such authorization must be executed by the employee and may be revoked by the employee at any time by giving written notice to both the Employer and the Union. The beginning and/or termination of this deduction will coincide with the payroll cycle. The Employer agrees to remit any deductions made pursuant to this provision to the Union together with a report showing:

  • Voluntary Overtime In the event that the Employer’s reasonable effort to avoid overtime is not successful, and the Employer has knowledge of the overtime requirement at least three (3) hours in advance, the Employer will first offer the overtime work, on a seniority basis, to qualified employees who have indicated in writing a willingness to work overtime. It is understood that if there is no availability form on file for an employee, the Employer has no obligation to contact that employee to work additional hours. If the Employer has knowledge of the overtime requirement less than three (3) hours in advance, the Employer’s obligation will be limited to offering the overtime work in order of seniority to qualified employees on duty in the affected unit or classification. The Employer will make a reasonable effort to arrange for voluntary sharing between employees of the overtime requirement prior to invoking mandatory overtime. Notwithstanding the foregoing, the Employer retains the right to select a less senior employee whose overtime rate will be at time and one-half, if the more senior employee’s overtime rate for any of the overtime hours to be worked will be at double- time, or to replace an employee at the point that he or she would be working on less than ten (10) hours’ rest on the employee’s next scheduled shift.

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