Furloughs. Appointing officers are encouraged to furlough entire operational units within departments rather than individual employees; or stagger work hours within an operational unit on a reduced hours basis. The decision of the appointing officer to impose furloughs under this subsection, and the appointing officer's determination of what constitutes an operational unit, shall be final. Where, in the discretion of the appointing officer, furlough of an operational unit as prescribed above is not feasible, individual employees within an operational unit may be furloughed. To the extent practicable, furlough shall be equitably distributed among all of the employees in the affected department or operational unit to which the Projected Deficit Notice (PDN) has application; and, all of the employees in the affected class(es). In determining which employees to furlough, an appointing officer shall consider citywide seniority within a class as well as considering the operational needs of the department. In no event shall furlough be imposed upon an employee for more than four days in any three month period or ten days in any fiscal year. Voluntary time off not to exceed a total of five days per quarter or ten days per year, approved pursuant to this section, shall be credited toward the maximum number of furlough days which may be imposed pursuant to this provision. Employees placed on furlough pursuant to this section shall be notified in writing at least 15 calendar days in advance of the effective date for the furlough. The decision to furlough an individual employee within an operational unit shall be final except that an employee given notice of a furlough, which taken together with an employee's prior furloughs in the same fiscal year would exceed five working days within any six month period, may file an appeal. Such appeals must be in writing and filed within three calendar days of the date of the notice of furlough with the Human Resources Director with a copy to the appointing officer. Within three calendar days after receiving the appeal, the Department of Human Resources shall refer the written appeal and the appointing officer's written comments, if any, for determination to the Human Resources Director, the Mayor and the Controller, or their designees, who shall meet on no less than 24 hours public notice. The determination regarding the appeal shall be rendered within seven calendar days of the date of the appeal. This decision is final and shall not be re...
Furloughs. Effective July 1, 2011, there shall be no furloughs of bargaining unit members throughout the remainder of the term of this Agreement.
Furloughs. No furloughs will be implemented during Fiscal Year 2020/2021. Further, the parties agree to meet and confer on furloughs before implementation of furloughs in any other years during the term of this MOU.
Furloughs. Work performed, at the employer’s request, during a period of furlough (a furlough being a minimum of seven days) shall be compensated at double time.
Furloughs. In the event it is financially necessary, system wide furloughs may be implemented. The Employer will make every effort to give sixty (60) days written notice to the Union of any decision to furlough unit members. No less than twenty-one (21) days written notice will be given to bargaining unit members who are to be furloughed.
Furloughs. The City agrees that there will be no mandatory furloughs of Unit employees during the term of this MOU.
Furloughs. The University and the Union recognize that severe financial conditions may arise which necessitate the use of furloughs. Furlough Leave is when the university has determined that bargaining unit members can be placed into a temporary, no-duty, non-pay status. Furlough leaves are different from layoffs in that impacted employees continue working on a reasonably regular basis, except for a temporary period without pay. Mandatory Scheduled Furlough Leave Days are leave days that have been identified by the president, or her/his designee, as official furlough leave days, required to be taken within an applicable fiscal year. Before a furlough leave is implemented, the president or designee will perform an analysis to ensure the cost-savings effectiveness. If it is determined that a significant cost-savings can be realized by the activation of a furlough leave, the president or designee will provide campus-wide notification no later than 30-days prior to implementation of the furlough leave, except in the event of any major university crisis, such as a catastrophe, natural disaster or in the event of financial exigency. The University reserves the option to exempt any employee earning below a designated annualized minimum salary, as determined by the president or designee, from being required to take mandatory furlough leave. The president or designee will communicate the minimum salary threshold prior to the enactment of mandatory furlough leave days. The number of days of mandatory furlough leave for bargaining unit employees shall be set at a maximum of five (5) days [40 hours] per fiscal year. Furlough leave days for bargaining unit employees will not exceed more than two (2) days [16 hours] within a given pay period. Impacted employees are not permitted to perform work while on a furlough leave. This requirement will be strictly monitored. No vacation, sick leave or compensatory time will be approved in lieu of a period of mandatory furlough leave. Additionally, paid holidays or other paid time off cannot be substituted for furlough leave days. New employees who have six (6) months or less service with the university at the time of an enactment of mandatory furlough leave will be exempted from furlough leave within that fiscal year. However, new employees with more than six (6) months of service with the university, at the time of an enactment of mandatory furlough leave, who meet the annualized salary threshold, will be required to take mandatory furloug...
Furloughs. Effective January 1, 2015, there shall be no furloughs of bargaining unit members throughout the remainder of the term of this Agreement.
Furloughs. The mandatory furlough provisions of CSC Rule 20.28 shall not apply to covered employees. The provision of this subsection shall be subject to prior Civil Service Commission approval. This issue is not subject to the grievance procedure or arbitration.
Furloughs. A. Upon ratification of this MOU, each covered employee shall have a bank of forty eight (48) unpaid furlough hours for the 2014/2015 fiscal year and another bank of forty eight (48) unpaid furlough hours for the 2015/2016 fiscal year. Covered employees may, pursuant to a side agreement between individual covered employees, Local 39, and the COUNTY, agree to take unpaid furlough hours in addition to the 48 required by this Article. Any and all unpaid furlough hours shall have no monetary value, and if any given covered employee does not utilize said hours, he/she shall not be compensated in any way for failing to use said hours, provided, however, that the use of such hours was not unreasonably denied by the employee’s department head. An employee shall request to use the unpaid furlough hours in the same manner as he/she is required to request the use of vacation time. Notwithstanding anything to the contrary, a department head, and/or the CAO, may require an employee to utilize unpaid furlough hours not yet utilized by an employee, at specified dates, and in the County’s sole discretion.
B. Covered employees subject to this section shall have their base salary reduced in an amount equivalent to reducing their weekly work hours by the total number of unpaid furlough hours that they are responsible for, which is at least 48, but may be more pursuant to a separate agreement between individual covered employees, Local 39, and the County. As a result, the monthly paycheck for each employee will be reduced by that amount as uniformly as reasonably possible. The pay reduction for the 2014/2015 fiscal year shall be accounted for in however many pay periods of the 2014/2015 fiscal year remain after ratification of this MOU by the UNION and the COUNTY (which is expected to be nine (9) pay periods).
C. Notwithstanding any provision to the contrary, upon adoption of this MOU until December 31, 2016, there shall be no limit on vacation accrual for those covered employees subject to this Article. Beginning December 31, 2018, vacation accrual limits, as set forth in Article 12 above, shall again govern.
D. Notwithstanding any provision to the contrary, from October 1, 2014 through June 30, 2016, employees shall not be eligible to sell back vacation hours for monetary compensation.
E. Notwithstanding any provision to the contrary, any unpaid furlough hours taken pursuant to this Article shall not adversely affect any of the following:
a. Seniority;
