Common use of Voluntary Workload Reduction Clause in Contracts

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.

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 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 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 continuous employee may submit a written request to his/her their 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 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 his/her 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 Article 8.3.17a)item (a) above, 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.