Voluntary Workload Reduction Clause Samples

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

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.

Voluntary Workload Reduction. A continuous employee may submit a written request to his/her ▇▇▇▇ 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.

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.

Voluntary Workload Reduction. 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. The ▇▇▇▇ and the ▇▇▇▇▇▇▇ 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 ▇▇▇▇, in writing, that s/he is exercising this option within one year of the birth or finalization of adoption. The ▇▇▇▇ will notify the Office of the ▇▇▇▇▇▇▇. 6. A notice by a faculty member to his/her ▇▇▇▇ of his/her election of an extension of the probationary period is irrevocable.

Voluntary Workload Reduction. A continuous employee may submit a written request to his/her ▇▇▇▇ 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.

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 ▇▇▇▇ and the ▇▇▇▇▇▇▇ 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 ▇▇▇▇ and the ▇▇▇▇▇▇▇ reserve the right to deny a request for reduction in workload in order to maintain faculty ratios set forth in Article

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