WORKWEEK SCHEDULE. PROVIDER REQUIREMENTS: • State law (Welfare and Institutions Code section 12300.4) limits providers in the IHSS and Waiver Personal Care Services (WPCS) programs to working a maximum weekly number of hours providing IHSS and WPCS. A provider who works for multiple recipients is limited to providing 66 hours per workweek. • The maximum weekly workweek does not include travel time as described in Part B of this form. The workweek starts on Sunday at 12:00 a.m. (midnight) and ends at 11:59 p.m. on the following Saturday. • Recipients are authorized services on a monthly basis and, based on state law, are limited to receiving a set amount of those services on a weekly basis. You will get a notice telling you how many authorized service hours each of your recipients gets weekly and monthly. You may never work more than a recipient’s monthly authorized hours for that recipient. However, you may work more than a recipient’s weekly authorized hours in certain circumstances. A recipient may adjust his or her weekly authorized hours, but he/she must get approval from the county if the adjustment will result in either a provider working more overtime hours in the month than the provider would normally work or working over 40 hours in any workweek for him/her (when, he/she is authorized to receive 40 hours or less in services in a workweek). • It is your responsibility as a provider to: Make sure that the total combined hours you work providing authorized services for all the recipients you work for in one workweek do not total more than the 66 hours in a workweek. Make sure that the hours you work providing services to any one of your recipients are not more than that recipient’s weekly authorized hours, unless the hours are correctly adjusted. PROVIDER NUMBER Make sure that if one of your recipients adjusts their weekly authorized hours to have you work more than the usual authorized amount, that you work less hours in a previous or later week to make sure you are not working more than his/her authorized monthly hours or working more overtime in the month than you normally would. • If you submit a timesheet in which you violate the workweek schedule in any of the following ways, you will receive a violation: You work more than 40 hours in a workweek without county approval for a recipient if he/she is authorized 40 hours or less in a workweek; You work more hours for a recipient than he/she is authorized in a workweek, without county approval and it causes you to wo...
WORKWEEK SCHEDULE. An Employee shall be paid at one and one-half (1.5) times the Employee's regular compensation rate for authorized time worked in excess of thirty-six and one-quarter (36.25) hours per week, or in the case of a Regular Full-Time Employee who is regularly scheduled to work five (5) days per week, seven and one-quarter (7.25) hours per day. For this Section's purposes, such an Employee's work period will be deemed to include time compensated for Holidays, Personal Days, Vacations, Sick Leave Days, Leave for Death in Family, Paternity Leave and Jury Duty Leave.
WORKWEEK SCHEDULE. An Employee who is not scheduled to work on a holiday which falls on the Employee's scheduled workday will be paid for seven and one-quarter (7.25) hours' work at the Employee's regular compensation rate. Any compensated holiday time, however, will not be considered as a basis for overtime pay if it falls on an Employee's regularly scheduled day off. An Employee who is scheduled to work on any of the Holidays set forth in Section 8.1.1, shall be paid for work performed on that day at the rate of two (2) times the Employee's regular compensation rate for the actual number of hours worked or, at the Employee's option, by compensatory time on a two-hour (2) per hour worked basis and, in addition, an additional seven and one-quarter (7.25) hours' pay for the Holiday at the Employee's regular compensation rate. An Employee who works five and one-quarter (5.25) hours on a holiday is treated for the purposes of this Section 8.1.3.2 as having worked seven and one-quarter (7.25) hours.
WORKWEEK SCHEDULE. The Employer and Union (the Parties) agree to a Flex Workweek Schedule on a trial basis for the period of one (1) year. The Parties shall meet to create the terms and conditions of the trial no later than November 15, 2021, for the trial which shall begin no later than March 15, 2022. The following shall be considered in the development of the terms and conditions: • Flex schedule options to be employer lead with potentially two or three options which the employer will consider based on operational need with no additional costs added to employer, including: o Three-week flex schedule… work 7.5-hour days and one day in last week as flex day o Two-week flex schedule – work 8-hour days and one day in last week as flex day. • Open only to regular full-time inside workers who have completed probation. • Operational requirements shall be a primary consideration of approval. • The Employer shall have final approval of the positions for which the Trial shall be available. • All flex schedules will require pre-approval and signatures of the requesting Employee and a representative of the Employer. • “Flextime” shall be taken after it is earned. • Flex schedules may be seasonal, for part of the year, or may be altered for seasonal workflows. If the Parties are unable to an agree on the terms and conditions either party may request mediation. The Employer and Union shall meet 4 weeks prior to the end of the trial to assess the success of the trial. Success will be determined through an analysis of additional costs incurred, productivity impacts which can be attributed to the flex schedule introduction as well as the positive or negative cultural impacts which may occur. If after such discussion the Parties agree the trial was successful, the terms and conditions shall continue until December 31, 2023. The Parties shall meet to consider the inclusion of additional positions. If the Employer does not believe the Trial was successful, they may end the Trial on March 14, 2023. On behalf of WSPR On behalf of CUPE Local 1978 Date Date Letters of Understanding LOU1 agree to remove XXX 2 agree to renew LOU3 agree to renew LOU4 agree to renew LOU5 agree to remove XXX 6 agree to renew XXX 7 update names of classifications, agree to renew XXX 8 agree to renew XXX 9 agree to renew Housekeeping Items The parties agree to the following housekeeping items throughout the Collective Agreement. Update the collective agreement by removing those items in bold from the 2017-2020 agreemen...
WORKWEEK SCHEDULE. If a holiday falls on an Employee's regularly scheduled day off, the Employee shall receive a day off at the regular compensation rate or, at the option of the Employer, receive an additional day's pay. If a holiday falls during an Employee's vacation, the vacation may be extended by one day or, at the option of the Employer, the Employee may receive a day off at the Employee's regular compensation rate. An Employee must work the scheduled workday before and the scheduled workday after a paid legal holiday or day in lieu thereof in order to be eligible for holiday or personal day pay, unless the Employee is on pay status, e.g., sick leave, on such day before or day after.
WORKWEEK SCHEDULE. An Employee who is not scheduled to work on a holiday will be paid at the Employee's regular compensation rate. An Employee who is scheduled to work on any of the Holidays set forth in Section 8.1.1, shall be paid for work performed on that day at the rate of two (2) times the Employee's regular compensation rate or, at the Employee's option, by compensatory time off on a two-hour (2) per hour worked basis, and in addition an additional day's pay for the Holiday at the Employee's regular compensation rate. An Employee who works five and one-quarter (5.25) hours on a holiday is treated for the purposes of this Section 8.1.3.1 as having worked seven and one-quarter (7.25) hours.
WORKWEEK SCHEDULE. Recognizing the variable instructional schedule of faculty, the following general guidelines are established for the workweek during the academic year. The workweek for all full-time faculty shall consist of the following: • On-campus commitments of meeting assigned classes. • Holding office hours for meeting with students and College employees as described below: o One (1) clock hour per week should be held for every class taught during the term with a maximum of five (5) total clock hours per week. ▪ For online courses, office hours should be scheduled as Zoom (or equivalent) time blocks to be open for appointments. ▪ For structured classes and/or classes that occur at an instruction site, office hours should be held on campus, at the instructional site of the class, or at a reasonable location for students to have access to the instructor. • Performing College committee work or other assigned work where load has been assigned. • Responding to student emails within 24 hours during business days and within 24 hours of assignment due dates. • Attending and participating in Commencement and Convocation. • and other professional duties assigned by the Vice President of Instruction including individual and/or department meetings. Reasonable notice (typically two (2) weeks) should be given for these duties, and other scheduled work items listed above will take priority to these items. o The Bargaining Unit and Administration agree that meaningful meetings are valuable to a productive team. Administration will limit the number of meetings scheduled. If at any time either party believes that meeting schedule needs to be discussed, the Administration and Bargaining Unit will agree to have such discussions. Association members should be on campus or the appropriate site, including but not limited to hospitals, businesses, etc., for a sufficient number of hours to produce the equivalent of fifteen (15) semester credit hours each semester, consistent with scheduling approved by the Vice President of Instruction. Each Association member shall post and enter into Outlook their workweek schedule to be accessible to students and college employees each week and offer additional hours for appointments. Each Association member is encouraged to attend appropriate committee meetings and to serve in leadership roles.
