Voluntary Workload Reduction Sample Clauses

Voluntary Workload Reduction. 6.7.1 A Regular Full-Time employee may make written application to the appropriate Xxxx/Manager to voluntarily reduce his/her workload commitment for a period of up to twenty-four (24) months. The temporary employment reduction shall not be less than sixty percent (60%) of equivalent full-time duty as per Article 5.
Sample 1Sample 2Sample 3See All (19)
AutoNDA by SimpleDocs
Voluntary Workload Reduction i. A faculty member with a reduced workload shall be treated the same as a regular part-time faculty member for the purposes of determining his/her rights and obligations under this Agreement, except as amended by this article. ii. Benefit premiums for faculty members working a reduced workload shall be prorated. iii. Faculty members with a reduced workload may request contract work. iv. Temporary Workload Reduction A temporary workload reduction of one-half time or less may be requested by a regular post-probationary full-time faculty member. Faculty requesting a temporary workload reduction may do so by applying for a partial leave of absence in accordance with Article
Sample 1Sample 2Sample 3See All (13)
Voluntary Workload Reduction. The College agrees to provide a voluntary workload reduction program during the life of this agreement. The purpose of the workload reduction program is to allow eligible Regular Full-time employees the opportunity to take a 'partial paid leave' or a 'temporary workload reduction' from their regular hours of work.
Sample 1Sample 2Sample 3See All (10)
Voluntary Workload Reduction. A continuous employee may submit a written request to his/her Xxxx prior to April 1 of the year in which they wish to obtain approval for a voluntary workload reduction for a period up to one year. Approval for such a request will be based on the impact on departmental workloads and assignments. Approval or denial of the request will be given to the employee within 30 days of the written request. Should the employee wish to continue the voluntary workload reduction beyond one year, the employee must re-submit the request for consideration. If the voluntary workload reduction continues for three consecutive years commencing after June 30, 1999 then: a) the employee’s reduced proportion will become permanent based on their contract percentage in the third year of reduction, b) subject to workload availability within the department, the employee may at a later date request a return to his/her original proportion at the time of the voluntary reduction. If the College, in accordance with Article 5.1, lays off an employee who is on a voluntary workload reduction (i.e. the reduction has been in effect for less than three consecutive years), the severance payments will be based on the employee’s workload prior to the reduction. If a voluntary workload reduction has become permanent, as per Article 8.3.17a), severance payments will be made based on the employee’s current workload percentage. When a voluntary workload reduction becomes permanent, severance payments will be made based on the employees current workload percentage. An employee on a voluntary workload reduction will accrue seniority in accordance with the reduced proportion.
Sample 1Sample 2Sample 3See All (8)
Voluntary Workload Reduction. ‌ a) the employee’s reduced proportion will become permanent based on their appointment percentage in the third year of reduction, b) subject to workload availability within the department, the employee may at a later date request a return to their original proportion at the time of the voluntary reduction. If the College, in accordance with Article 5.1, lays off an employee who is on a voluntary workload reduction (i.e. the reduction has been in effect for less than three consecutive years), the severance payments will be based on the employee’s workload prior to the reduction. If a voluntary workload reduction has become permanent, as per item (a) above, severance payments will be made based on the employee’s current workload percentage. An employee on a voluntary workload reduction will accrue seniority in accordance with the reduced proportion.
Sample 1Sample 2
Voluntary Workload Reduction. Full-time faculty who request a voluntary reduction in workload for personal emergency circumstances must request such workload reductions in writing, stating the reason for the request. The Xxxx and the Xxxxxxx must approve all such requests. Except for conditions beyond the control of the faculty member, all such requests shall be made sufficiently in advance so as to provide the University with time to find a replacement, if necessary. If a reduction in workload is granted, the faculty member's annual salary will be reduced by 10% for a 3 credit reduction in load or 3.33% for each credit of load reduction up to four. In the event of the birth or adoption of a child by a probationary faculty member who requests a voluntary workload reduction, the following provisions will apply: 1) Subject to the provisions hereafter, the probationary period of a faculty member may be extended by the faculty member a maximum of two times (limited to a single one year extension for each birth or adoption). 2) Each extension will be for one year (12 months) only. 3) With the exception of the initial appointment contract, the length of the reappointment contract will be extended by one year. 4) During the initial contract, the faculty member will undergo the reappointment review regardless of family circumstance. If the faculty member is recommended for reappointment, the current contract period will be extended by one year before the reappointment contract becomes effective. If the faculty member is not recommended for reappointment the terms of the original contract would be in effect and no extension will be effective. 5) A faculty member must notify her/his Xxxx, in writing, that s/he is exercising this option within one year of the birth or finalization of adoption. The Xxxx will notify the Office of the Xxxxxxx. 6) A notice by a faculty member to his/her Xxxx of his/her election of an extension of the probationary period is irrevocable.
Sample 1
Voluntary Workload Reduction. 6.7.1 A Regular Full-Time employee may make written application to the appropriate Director/Manager to voluntarily reduce his/her workload commitment for a period of up to
Sample 1
AutoNDA by SimpleDocs
Voluntary Workload Reduction. (i) Full-time faculty who request a voluntary reduction in workload for personal emergency circumstances must request a workload reduction in writing, stating the reason for the request. Faculty members shall provide supporting documentation to Human Resources. The Xxxx and the Xxxxxxx must approve all such requests. Except for conditions beyond the control of the faculty member, all such requests shall be made sufficiently in advance so as to provide the University with time to find a replacement, if necessary. If a reduction in workload is granted, the faculty member's annual salary will be reduced by 10% for a three (3) credit reduction in load or 3.33% for each credit of load reduction up to four (4) credits, 20% for a five (5) credit reduction in load, and 25% for a six (6) credit reduction in load. The Xxxx and the Xxxxxxx reserve the right to deny a request for reduction in workload in order to maintain faculty ratios set forth in Article
Sample 1
Voluntary Workload Reduction. A continuous employee may submit a written request to his/her Xxxx prior to April 1 of the year in which they wish to obtain approval for a voluntary workload reduction for a period up to one year. Approval for such a request will be based on the impact on departmental workloads and assignments. Approval or denial of the request will be given to the employee within 30 days of the written request. Should the employee wish to continue the voluntary workload reduction beyond one year, the employee must re-submit the request for consideration. If the voluntary workload reduction continues for three consecutive years commencing after June 30, 1999 then: a) the employee’s reduced proportion will become permanent based on their contract percentage in the third year of reduction, b) subject to workload availability within the department, the employee may at a later date request a return to his/her original proportion at the time of the voluntary reduction.
Sample 1

Related to Voluntary Workload Reduction

  • Voluntary Reduction The Borrower shall have the right at any time and from time to time, upon at least five (5) Business Days prior written notice to the Administrative Agent, to permanently reduce, without premium or penalty, (i) the entire Revolving Credit Commitment at any time or (ii) portions of the Revolving Credit Commitment, from time to time, in an aggregate principal amount not less than $3,000,000 or any whole multiple of $1,000,000 in excess thereof. Any reduction of the Revolving Credit Commitment shall be applied to the Revolving Credit Commitment of each Revolving Credit Lender according to its Revolving Credit Commitment Percentage. All Commitment Fees accrued until the effective date of any termination of the Revolving Credit Commitment shall be paid on the effective date of such termination.

  • Voluntary Reductions The Borrower shall have the right to terminate or permanently reduce the unused portion of the Revolving Committed Amount at any time or from time to time upon not less than five (5) Business Days’ prior written notice to the Administrative Agent (which shall notify the Lenders thereof as soon as practicable) of each such termination or reduction, which notice shall specify the effective date thereof and the amount of any such reduction which shall be in a minimum amount of $1,000,000 or a whole multiple of $1,000,000 in excess thereof and shall be irrevocable and effective upon receipt by the Administrative Agent; provided that no such reduction or termination shall be permitted if after giving effect thereto, and to any prepayments of the Revolving Loans made on the effective date thereof, the sum of the aggregate principal amount of outstanding Revolving Loans plus outstanding Swingline Loans plus outstanding LOC Obligations would exceed the Revolving Committed Amount then in effect.

  • Voluntary Termination or Reduction The Borrower may at any time terminate, or from time to time reduce, the Commitments; provided that (i) each partial reduction of the Commitments shall be in an amount that is $5,000,000 or a larger multiple thereof and (ii) the Borrower shall not terminate or reduce the Commitments if, after giving effect to any concurrent prepayment of the Loans in accordance with Section 2.11, the sum of the total Revolving Credit Exposures plus the aggregate principal amount of outstanding Competitive Loans would exceed the total Commitments.

  • Voluntary Termination or Reduction of Commitments (a) Each Borrower may, upon not less than three Business Days' prior notice from the Borrowers' Designee to the Agent, terminate the Commitments, or permanently reduce the Commitments by an aggregate minimum Dollar Equivalent Amount of at least $5,000,000; unless, after giving effect thereto and to any ------ prepayments of any Loans made on the effective date thereof, (a) the Effective Amount of all Revolving Loans, Swingline Loans and L/C Obligations together would exceed the Aggregate Commitment then in effect, or (b) the Effective Amount of all L/C Obligations then outstanding would exceed the L/C Commitment. Once reduced in accordance with this Section 2.9, the Commitments may not be increased. Any reduction of the Commitments shall be applied to each Bank according to its Pro Rata Share. If and to the extent specified by the Borrowers' Designee in the notice to the Agent, some or all of the reduction in the Aggregate Commitment shall be applied to reduce the L/C Commitment and the Swingline Commitment. All accrued facility and letter of credit fees to, but not including, the effective date of any termination of the Commitments shall be paid on the effective date of such termination. The Agent shall promptly forward a copy of any such notice received under this subsection 2.9 (a) to each of the Banks. (b) At no time shall the Swingline Commitment exceed the Aggregate Commitment, and any reduction of the Commitments (under this Section 2.9 or under Section 2.12) which reduces the Aggregate Commitment below the then- current amount of the Swingline Commitment shall result in an automatic corresponding reduction of the Swingline Commitment to the amount of the Aggregate Commitment, as so reduced, without any action on the part of the

  • Voluntary Demotion An employee requesting a voluntary demotion from a higher-rated position and who is subsequently demoted to the lower-rated position, shall be paid on the increment step appropriate to the employee’s continuous service with the Employer. A voluntary demotion shall not change an employee’s anniversary date.

  • Automatic Reduction Promptly following each date on which the Required Amount is reduced as a result of a reduction in the Pool Balance of the Class B Certificates or otherwise, the Maximum Commitment shall automatically be reduced to an amount equal to such reduced Required Amount (as calculated by the Borrower). The Borrower shall give notice of any such automatic reduction of the Maximum Commitment to the Liquidity Provider within two Business Days thereof. The failure by the Borrower to furnish any such notice shall not affect such automatic reduction of the Maximum Commitment.

  • 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.

  • WORKFORCE REDUCTION SECTION 1 Layoffs (A) When employees are to be laid off as defined in the F.S., the state shall implement such layoff in the following manner: (1) The competitive area for the bargaining unit shall be statewide unless the Department and PBA agree otherwise. (2) Layoff shall be by class or occupational level within the Security Services Bargaining Unit. (3) An employee who has not attained permanent status in his current position may be laid off without applying the provision for retention rights. (4) No employee with permanent status in his current position shall be laid off while an employee who does not hold permanent status in his current position is serving in that class or level unless the permanent employee does not elect to exercise his retention rights or does not meet the selective competition criteria. (5) All employees who have permanent status in their current positions shall be ranked on a layoff list for the affected class or level based on the total retention points derived as follows: (a) Length of service retention points shall be based on one point for each month of continuous service in a Career Service position. 1. An employee who resigns from one Career Service position to accept employment in another Career Service position is not considered to have a break in service. 2. An employee who has been laid off and is reemployed within one year from the date of the layoff shall not be considered to have a break in service. 3. Moving from Career Service to Selected Exempt Service or Senior Management Service and back to Career Service does not constitute a break in service unless the employee’s break in service is more than 31 calendar days. Only time spent in the Career Service is counted in calculating retention points. (b) Retention points deducted for performance not meeting performance standards or work expectations defined for the position shall be based on the five years immediately prior to the agency’s established cutoff date. Five points shall be deducted for each month an employee has a rating below performance expectations. (6) The layoff list shall be prepared by totaling retention points. Employees eligible for veterans’ preference pursuant to section 295.07(1)(a) or (b), F.S., shall have 15 percent added to their total retention points, those eligible pursuant to section 295.07(1)(c), (d), or (e), F.S., shall have 10 percent added to their total retention points, and those eligible pursuant to section 295.071(1)(f), or (g), F.S., shall have five percent added to their total retention points. (7) The employee with the highest total retention points is placed at the top of the list, and the employee with the lowest retention points is placed at the bottom of the list. (8) The employee at the top of the list shall bump the employee at the bottom of the list. The next highest employee on the list and the remaining employees shall be handled in the same manner until the total number of filled positions in the class to be abolished is complete. (9) Should two or more employees have the same combined total of retention points, the order of layoff shall be determined by giving preference for retention in the following sequence: (a) The employee with the longest service in the affected class. (b) The employee with the longest continuous service in the Career Service. (c) The employee who is entitled to veterans’ preference pursuant to section 295.07(1), F.S. (10) An employee who has permanent status in his current position and is to be laid off shall be given at least 14 calendar days’ notice of such layoff or two weeks’ pay, or a combination of days of notice and pay. Any payment will be made at the employee’s current hourly base rate of pay. The notice of layoff shall be in writing and sent to the employee by certified mail, return receipt requested. Within seven calendar days after receiving the notice of layoff, the employee shall have the right to request, in writing, a lateral action, reassignment, or demotion within the competitive area in lieu of layoff to a position in a class within the bargaining unit in which the employee held permanent status, or to a position in a class at the level of or below the class in the bargaining unit in which the employee held permanent status. (11) An employee’s request for lateral action, reassignment, or demotion shall be granted unless it would cause the layoff of another employee who possesses a greater total of retention points. (12) An employee adversely affected as a result of another employee having a greater number of retention points shall have the same right of lateral action, reassignment or demotion under the same procedure as provided in this section. (13) If an employee requests a lateral action, reassignment, or demotion in lieu of layoff, the same formula and criteria for establishing retention points for that class shall be used as prescribed in this section. (B) If there is to be a layoff of employees, the state shall take all reasonable steps to place any adversely affected employees in existing vacancies for which they are qualified. (C) If work performed by employees in this unit is to be performed by non-state employees, the state agrees to encourage the employing entity to consider any adversely affected unit employees for employment in its organization if the state has been unable to place the employees in other positions within the State Personnel System.

  • Voluntary Redundancy a) With the exception of areas where there is only one position under review, the employer will call for expressions of interest from kaimahi within the area of review who wish to volunteer for redundancy to cover the surplus/es positions that have been identified. b) Should the number of volunteers exceed the number of surpluses, the employer will apply selection criteria as defined in clause 12.7 to determine whose application for redundancy will be accepted. c) Should the number of volunteers not exceed the number of identified surpluses, the employer will accept all expressions of interest from those who have volunteered subject to the operational requirements of the employer. d) Should there be no volunteers or insufficient volunteers to discharge the surplus, the employer shall then apply the criteria set out in clause 11.7 to identify the kaimahi to be declared surplus.

  • Voluntary Increase The Company from time to time may increase the Conversion Rate by any amount for any period of time. Whenever the Conversion Rate is increased, the Company shall mail to Securityholders and file with the Trustee and the Conversion Agent a notice of the increase. The Company shall mail the notice at least 15 days before the date the increased Conversion Rate takes effect. The notice shall state the increased Conversion Rate and the period it will be in effect. A voluntary increase of the Conversion Rate does not change or adjust the Conversion Rate otherwise in effect for purposes of Section 11.06, 11.07 or 11.08.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!