Common use of WORK DUTIES AND SCHEDULES Clause in Contracts

WORK DUTIES AND SCHEDULES. 1. The work schedules of employees are not tied to a fixed number of hours per day or per week, nor are they tied to a fixed number of days per week. While the standard workweek is considered to be thirty-seven and a half (37.5) hours, it is understood that in the course of a year the number of hours worked by an employee and the days on which such work must be performed may vary to meet seasonal needs or specific demands of the position. 2. The parties recognize that salaried employees are professionals whose duties vary in content and schedule and sometimes require working more than the standard workweek. At the same time, the parties acknowledge that there may be occasions where an employee believes that he or she is working an excessive workload. In such cases, the employee may do the following: a. The employee may request a meeting with her/his supervisor, which will normally take place within ten (10) days of the request, to discuss the nature of the employee’s work and the time required for the employee’s duties. The employee shall present to the supervisor her/his arguments as to why the workload is considered excessive, along with any documentation the employee may wish to present, such as time records. b. In cases where the supervisor concurs that the employee is working an excessive workload, possible options to address such a situation include but are not limited to: i. Processing a request for reclassification of the employee’s position in accordance with the Classification and Reclassification Article in cases where the duties and responsibilities of the position have changed; ii. Elimination, reduction or modification of duties; iii. Providing logistical assistance or adding additional personnel on either a temporary or permanent basis; iv. Time off for the employee; and v. Supervisor recommendation to the President for an increase in the base salary of the employee. c. The supervisor will respond in writing to the employee, with notice to the Union, within ten (10) days of the meeting. d. An employee who is dissatisfied with the decision of her/his supervisor may meet with the supervisor’s manager or xxxx to discuss the situation and to seek further relief. Should the matter not be resolved at this level, the employee may grieve excessive workload as provided for in Article 12 but said grievance cannot be advanced beyond Step 3 under any circumstance. 3. Each employee shall have a written position description, including a general statement of duties and responsibilities, and setting forth the minimal qualifications required for the position. The College will give new employees their job descriptions on or before their first day of work. An employee may make a formal request to have his or her position description reviewed and approval of the request may not be unreasonably withheld. Position descriptions will contain the following information: a. The position title, grade level, exempt/nonexempt status, and bargaining unit; b. Length of the work year; c. Summary of the basic functions of the position; d. Listing of major areas of responsibility for the position; e. Description of possible seasonal workload fluctuations; f. Indication of to whom the employee/position reports; g. Indication of any supervision required in the position, including supervision over work- study students; h. Minimum education and experience required for the position and; i. Normal work site(s). 4. Nothing herein contained shall be deemed to abridge the right of the Colleges to assign an employee all or only some of the duties and responsibilities set forth in the position description. The failure by the Colleges to assign a particular duty shall not be deemed a waiver of its right to assign such duty at a later time. 5. The College may change the duties of the position, including assigning new duties that relate to a person’s major responsibilities. Before doing so, however, the supervisor or other College manager will meet with the affected employee(s) to discuss intended changes and the reasons for them and to consider employee input. 6. It is the responsibility of the College to assign work to employees and to establish basic scheduling requirements to provide services to the various segments of the College community and to meet other College objectives. Each employee and his or her supervisor shall review prior to or at the beginning of the academic year the work demands and scheduling considerations for the upcoming year. Such work demands shall be consistent with the general responsibilities delineated in the position description although it is understood that the position description will not list every duty that must be met by an employee. At such a meeting, the employee may discuss with the supervisor whether the existing position description still accurately reflects the major duties and responsibilities. The job description will be updated if needed.

WORK DUTIES AND SCHEDULES. 1. The work schedules of employees are not tied to a fixed number of hours per day or per week, nor are they tied to a fixed number of days per week. While the standard workweek is considered to be thirty-seven and a half (37.5) hours, it is understood that in the course of a year the number of hours worked by an employee and the days on which such work must be performed may vary to meet seasonal needs or specific demands of the position. 2. The parties recognize that salaried employees are professionals whose duties vary in content and schedule and sometimes require working more than the standard workweek. At the same time, the parties acknowledge that there may be occasions where an employee believes that he or she is working an excessive workload. In such cases, the employee may do the following: a. The employee may request a meeting with her/his supervisor, which will normally take place within ten (10) days of the request, to discuss the nature of the employee’s work and the time required for the employee’s duties. The employee shall present to the supervisor her/his arguments as to why the workload is considered excessive, along with any documentation the employee may wish to present, such as time records. b. In cases where the supervisor concurs that the employee is working an excessive workload, possible options to address such a situation include but are not limited to: i. Processing a request for reclassification of the employee’s position in accordance with the Classification and Reclassification Article in cases where the duties and responsibilities of the position have changed; ii. Elimination, reduction or modification of duties; iii. Providing logistical assistance assistant or adding additional personnel on either a temporary or permanent basis; iv. Time off for the employee; and v. Supervisor recommendation to the President for an increase in the base salary of the employee. c. The supervisor will respond in writing to the employee, with notice to the Union, within ten (10) days of the meeting. d. An employee who is dissatisfied with the decision of her/his supervisor may meet with the supervisor’s manager or xxxx to discuss the situation and to seek further relief. Should the matter not be resolved at this level, the employee may grieve excessive workload as provided for in Article 12 but said grievance cannot be advanced beyond Step 3 under any circumstance. 3. Each employee shall have a written position description, including a general statement of duties and responsibilities, and setting forth the minimal qualifications required for the position. The College will give new employees their job descriptions on or before their first day of work. An employee may make a formal request to have his or her position description reviewed and approval of the request may not be unreasonably withheld. Position descriptions will contain the following information: a. The position title, grade level, exempt/nonexempt status, and bargaining unit; b. Length of the work year; c. Summary of the basic functions of the position; d. Listing of major areas of responsibility for the position; e. Description of possible seasonal workload fluctuations; f. Indication of to whom the employee/position reports; g. Indication of any supervision required in the position, including supervision over work- study students; h. Minimum education and experience required for the position position; and; i. Normal work site(s). 4. Nothing herein contained shall be deemed to abridge the right of the Colleges to assign an employee all or only some of the duties and responsibilities set forth in the position description. The failure by the Colleges to assign a particular duty shall not be deemed a waiver of its right to assign such duty at a later time. 5. The College may change the duties of the position, including assigning new duties that relate to a personposition’s major responsibilities. Before doing so, however, the supervisor or other College manager will meet with the affected employee(s) to discuss intended changes and the reasons for them and to consider employee input. 6. It is the responsibility of the College to assign work to employees and to establish basic scheduling requirements to provide services to the various segments of the College community and to meet other College objectives. Each employee and his or her supervisor shall review prior to or at the beginning of the academic year the work demands and scheduling considerations for the upcoming year. Such work demands shall be consistent with the general responsibilities delineated in the position description although it is understood that the position description will not list every duty that must be met by an employee. At such a meeting, the employee may discuss with the supervisor whether the existing position description still accurately reflects the major duties and responsibilities. The job description will be updated if needed.

WORK DUTIES AND SCHEDULES. 1. The work schedules of employees are not tied to a fixed number of hours per day or per week, nor are they tied to a fixed number of days per week. While the standard workweek is considered to be thirty-thirty seven and a half (37.5) hours, it is understood that in the course of a year the number of hours worked by an employee and the days on which such work must be performed may vary to meet seasonal needs or specific demands of the position. 2. The parties recognize that salaried employees are professionals whose duties vary in content and schedule and sometimes require working more than the standard workweek. At the same time, the parties acknowledge that there may be occasions where an employee believes that he or she is working an excessive workload. In such cases, the employee may do the following: a. The employee may request a meeting with her/his supervisor, which will normally take place within ten (10) days of the request, to discuss the nature of the employee’s work and the time required for the employee’s duties. The employee shall present to the supervisor her/his arguments as to why the workload is considered excessive, along with any documentation the employee may wish to present, such as time records. b. In cases where the supervisor concurs that the employee is working an excessive workload, possible options to address such a situation include but are not limited to: i. Processing a request for reclassification of the employee’s position in accordance with the Classification and Reclassification Article in cases where the duties and responsibilities of the position have changed; ii. Elimination, reduction or modification of duties; iii. Providing logistical assistance or adding additional personnel on either a temporary or permanent basis; iv. Time off for the employee; and v. Supervisor recommendation to the President for an increase in the base salary of the employee. c. The supervisor will respond in writing to the employee, with notice to the Union, within ten (10) days of the meeting. d. An employee who is dissatisfied with the decision of her/his supervisor may meet with the supervisor’s manager or xxxx to discuss the situation and to seek further relief. Should the matter not be resolved at this level, the employee may grieve excessive workload as provided for in Article 12 but said grievance cannot be advanced beyond Step 3 under any circumstance. 3. Each employee shall have a written position description, including a general statement of duties and responsibilities, and setting forth the minimal qualifications required for the position. The College will give new employees their job descriptions on or before their first day of work. An employee may make a formal request to have his or her position description reviewed and approval of the request may not be unreasonably withheld. Position descriptions will contain the following information: a. The position title, grade level, exempt/nonexempt status, and bargaining unit; b. Length of the work year; c. Summary of the basic functions of the position; d. Listing of major areas of responsibility for the position; e. Description of possible seasonal workload fluctuations; f. Indication of to whom the employee/position reports; g. Indication of any supervision required in the position, including supervision over work- study students; h. Minimum education and experience required for the position position; and; i. Normal work site(s). 4. Nothing herein contained shall be deemed to abridge the right of the Colleges to assign an employee all or only some of the duties and responsibilities set forth in the position description. The failure by the Colleges to assign a particular duty shall not be deemed a waiver of its right to assign such duty at a later time. 5. The College may change the duties of the position, including assigning new duties that relate to a personposition’s major responsibilities. Before doing so, however, the supervisor or other College manager will meet with the affected employee(s) to discuss intended changes and the reasons for them and to consider employee input. 6. It is the responsibility of the College to assign work to employees and to establish basic scheduling requirements to provide services to the various segments of the College community and to meet other College objectives. Each employee and his or her supervisor shall review prior to or at the beginning of the academic year the work demands and scheduling considerations for the upcoming year. Such work demands shall be consistent with the general responsibilities delineated in the position description although it is understood that the position description will not list every duty that must be met by an employee. At such a meeting, the employee may discuss with the supervisor whether the existing position description still accurately reflects the major duties and responsibilities. The job description will be updated if needed.