Reduced Work Load Clause Samples

Reduced Work Load. 12.3.1. A faculty member on reduced work load shall teach a lower than normal course load and shall have equivalently pro-rated responsibilities for service and scholarly activity. 12.3.2. Reduced work load taken for personal reasons shall always be for a specified number of years. 12.3.3. The main criterion for granting reduced work load shall be that of the welfare of the applicant’s Division. The Academic ▇▇▇▇ shall consult the Division Chair of the affected Division and, if the reduction is judged to have no potentially detrimental effects on the applicant’s Division, shall recommend the reduction to the Principal for approval. 12.3.4. Faculty on reduced work load shall receive a pro-rated salary, and pro-rated CWRTA and FDA funds, depending on the degree of the reduced work load. Pension contributions and employee insurance coverage shall be based on the actual salary received. The Employer’s share of premiums for Member benefits will be pro-rated based on the degree of the reduced work load. 12.3.5. Nominal full-salary entitlement shall be calculated each year as if the faculty member had been on full work load in the prior year. 12.3.6. A maximum of one year under reduced work load shall be allowable for a full year credit towards the years-worked requirements for promotion (each additional year beyond one will count for the years-worked requirements for promotion on a pro rata basis). 12.3.7. When determining sabbatical credits for Members on reduced work load, all periods of time on reduced work load will be calculated on a pro rata basis related directly to the percentage of work load reduction.
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Reduced Work Load. An employee may request to work reduced hours, based on the same definition of contact and non-contact hours in 16.02 (a) above, and be paid a pro-rated salary commensurate with the number of hours worked. An employee on a reduced workload will be responsible for paying the premium for LTD Insurance and Life Insurance, should she/he elect to continue such benefit coverage, and will be required to provide the additional employee and employer share of pension contributions to bring employee and employer pension contributions to an amount based on the employee’s regular salary at 100% of workload, should she/he elect to maintain a level of pension contributions based on regular salary at 100% of workload. Requests for a reduction in workload will, among other factors, be granted based on operational necessities, including but not limited to the ability to match up the requested reduced load with teaching assignments. No more than two (2) Instructors will be permitted to be on reduced workload at the same time. Requests for a reduction in workload should be made at least two (2) months in advance of the desired start of the workload reduction, and reductions in workload will be granted for periods of time no less than two months in duration.
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Reduced Work Load is an appointment in which a Member at their request carries a reduced workload for a specified period of time.
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Reduced Work Load member who has been employed for a minimum of one (1) academic year may submit to the Campus Vice President and ▇▇▇▇▇▇▇ or designee a written request for reduction in workload. Such application must be submitted at least ninety (90) calendar days before the beginning of the academic semester in which such reduced workload is to commence and shall include the semester(s) for which reduced workload is requested, the purpose for which reduced workload is requested, the workload requested during the period of reduced workload, and information relating to the faculty member’s availability or unavailability during the period for which the reduced workload is requested. For faculty members other than those assigned by Management as counselors, librarians, and learning resources professionals, workloads of not less than nine (9) nor more than twelve (12) equivalent semester hours for each academic semester of reduced workload will be considered. For counselors, librarians, and learning resources professionals, workloads of not less than twenty-four (24) nor more than thirty-two
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Reduced Work Load member who has been employed for a minimum of one (1) academic year may submit to the Academic Vice President and ▇▇▇▇▇▇▇ for instructional faculty or the Senior Vice President for Student Services for counseling faculty, or designee, a written request for reduction in workload. Such application must be submitted at least ninety (90) calendar days before the beginning of the academic semester in which such reduced workload is to commence and shall include the semester(s) for which reduced workload is requested, the purpose for which reduced workload is requested, the workload requested during the period of reduced workload, and information relating to the faculty member’s availability or unavailability during the period for which the reduced workload is requested. For instructional faculty workloads of not less than nine (9) nor more than twelve (12) equivalent semester hours for each academic semester of reduced workload will be considered. For counseling faculty, workloads of not less than twenty- four (24) nor more than thirty-two (32) hours per week for each academic semester of reduced workload will be considered. A reduced workload that exceeds three (3) years requires the agreement of the faculty member, Management, and the Chapter. The Academic Vice President and ▇▇▇▇▇▇▇ or Senior Vice President for Student Services, or designee, may grant or deny the faculty member’s request, or may grant a different reduction in workload than that requested, in his/her sole discretion, without recourse by the faculty member, at which time the request may be withdrawn by the faculty member. Instructional faculty who are granted a reduced workload shall, in addition to posting and maintaining five (5) office hours per week or four (4) office hours plus two additional student contact hours for student consultation, and performing such other professional duties as Management may require, be assigned the number of equivalent semester hours, for each academic semester for which reduced workload is granted, as was approved by the Academic Vice President and ▇▇▇▇▇▇▇ or Senior Vice President for Student Services, or designee, in granting the request for the reduced workload. Counseling faculty who are granted a reduced workload shall be responsible for the number of hours each week for each academic semester for which reduced workload is granted as was approved by the Senior Vice President for Student Services or designee in granting the request for the reduced workload, ...
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Reduced Work Load. An employee may request to work reduced hours, based on the same definition of contact and non-contact hours in 16.02 (a) above, and be paid a pro-rated salary commensurate with the number of hours worked. An employee on a reduced workload will be responsible for paying the premium for LTD Insurance and Life Insurance, should she/he elect to continue such benefit coverage, and will be required to provide the additional employee and employer share of pension contributions to bring employee and employer pension contributions to an amount based on the employee’s regular salary at 100% of workload, should she/he elect to maintain a level of pension contributions based on regular salary at 100% of workload. Employees wishing to participate in the extended healthcare and group benefit plan must meet the minimum number of hours of work per week required for eligibility under the plan. Requests for a reduction in workload will, among other factors, be granted based on operational necessities, including but not limited to the ability to match up the requested reduced load with teaching assignments. No more than two (2) Instructors will be permitted to be on reduced workload at the same time. Requests for a reduction in workload should be made at least two (2) months in advance of the desired start of the workload reduction, and reductions in workload will be granted for periods of time no less than two months in duration.
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Related to Reduced Work Load

  • Work Load The professional obligation of academic employees comprises both scheduled and non-scheduled activities. The Guild and the District recognize that it is part of the professional responsibility of faculty to carry out their duties in an appropriate manner and place. As part of this responsibility faculty are expected to play an important role in the recruitment and retention of students, campus and departmental governance, program review, accreditation, planning and mentoring. Faculty commitment to retention will be demonstrated by informing students that they are to talk with the instructor prior to dropping the course. Faculty are encouraged to include a statement to this effect in their course syllabi. While it is understood that course syllabi content falls within the purview of the individual faculty member’s academic freedom, the parties also understand that items required to be part of syllabi in order to maintain college or continuing education accreditation must also be included. Tenured/tenure-track faculty who have less than a full-time contract are not eligible to work any additional assignments including long-term substitution (day-to-day substitution is allowed provided the limits specified in Section 5.2.1.3 are not exceeded). Faculty assignments shall be made in the following priority order: Tenured/tenure-track, pro- rata, overload, Priority of Assignment (POA) adjunct faculty assignments, then non-POA adjunct faculty.

  • REDUCTION IN WORK FORCE 13:01 When circumstances require a reduction in the number of employees within a classification, the following procedure shall apply: (i) An employee with the most seniority of those affected by the reduction in the classification shall displace the most junior employee in another classification within the same Seniority List, provided his seniority so allows and he can continue to perform the work required. (ii) If the reduction results in the classification changing from Continuous Shift to a non-Continuous Shift, then senior employees being retained in the classification may, in order of seniority, be allowed to exercise any "bump" that the junior employee(s) could have exercised under 13:01 (a) (i) or 13:01 (d), provided the senior employee is capable of continuing to perform the work required. (b) An employee so displaced shall in turn displace the most junior employee in another classification within the same Seniority List, provided his seniority so allows and he can continue to perform the work required. (c) Notwithstanding (a) and (b) above, an employee displaced from a day job ("E" shift) through the provisions of this Article, shall have the following options: To displace the most junior employee on any Seniority List on a day job ("E" shift) not requiring training (*) provided his seniority so allows. OR To displace the most junior employee in any classification on any Seniority List (Maintenance skilled classifications excepted), provided his seniority so allows and he can continue to perform the work required. (d) An employee displaced from a Departmental Seniority List, having previously exhausted all possible options within his own Seniority List as detailed in (a) and (b) of this section, shall be entitled to displace the most junior employee in any classification on any Seniority List (Maintenance skilled classifications excepted), provided his seniority so allows and he can continue to perform the work required. If more than one shift schedule is in effect in the classification, said employee may select his schedule provided his seniority so allows. (i) An employee displaced from a Departmental Seniority List, having previously exhausted all possible options as detailed in (a), (b), (c), and (d) of this section shall be entitled to displace the most junior employee in any of the Seniority Lists (Maintenance skilled classifications excepted) provided his seniority so allows and he has the physical fitness to perform the work required and shall be trained to perform such work. (ii) An employee displaced from a Departmental Seniority List, having previously exhausted all possible options as detailed in (a), (b), (c), (d), and (e)(i), who cannot perform the work required due to physical restrictions as confirmed by his Doctor, verified by the Company Doctor and where applicable verified by the WSIB will be allowed to displace the most junior employee of all those classifications on a comparable shift, provided his seniority so allows, and he can perform the work required as medically cleared by his Doctor, verified by the Company Doctor and where applicable verified by the WSIB. Training will be provided. If placement on a comparable shift is not applicable, then the restricted employee will be allowed to displace the most junior employee in the plant, seniority allowing in a classification in which he can perform the work required as medically cleared by his Doctor, verified by the Company Doctor and where applicable verified by the WSIB. Training will be provided. (iii) If the restricted employee cannot be placed through the application of this section, then he shall be placed on the Inactive Seniority List (provided he is not receiving wages from other employment or refuses rehabilitative training as offered by the (Workplace Safety & Insurance Board) and the Company shall advise him of any future openings which he could perform. (iv) An employee who cannot be assigned to another job through the application of 13.01(e) and who is ineligible for the Inactive Seniority List, may be placed on layoff. (f) An employee entering another Department through the provisions of this Article, shall have his seniority transferred as of the date of the transfer. (g) An employee displaced from his Department through the application of this Article, shall not transfer to another Department under the provisions of Article XII- Transfers and Promotions while a more senior non-restricted employee is on lay-off. 13:02 In the event a reduction of work results in a layoff, probationary employees shall be the first to be laid off. 13:03 Employees laid off shall for the purpose of recall, be provided with a form by the Human Resources Department on which they shall indicate the jobs they can reasonably perform. Employees who have indicated the jobs they can reasonably perform, on a form provided by the Human Resources Department, shall under certain circumstances be allowed to place themselves on lay-off. 13:04 In the event of lay-off for reasons other than those listed in Article XIX of the Agreement section 19:01 (a), (b), (c), and (d), the Company shall give at least seven (7) calendar days notice to the employees affected. 13:05 Whenever two (2) job classifications are combined into a single new classification, any employee who has been classified in either job during the previous five (5) years shall be allowed to displace a more junior employee in the new classification if he is affected by a reduction in the work force. 13:06 On occasions that scheduled maintenance of electrical equipment necessitates a power outage, employees affected shall be laid off for a period not in excess of one-half of their regular shift and shall not be eligible to displace other employees under the provisions of this Article. 13:07 In the event of a total plant closure, the Company agrees to pay a severance payment for all employees (except those on the Inactive Seniority List) at the rate of one (1) weeks regular pay per year of service to a maximum of twenty-six (26) weeks of pay. Employees with more than twenty-six (26) years of service shall receive an additional one-half (1/2) weeks pay for each year of service beyond twenty-six (26) (partial years of service will be included in the calculation of total severance pay). The Company will provide three (3) months notice to Union in the event of total plant closure.

  • Unit Price Work Work to be paid for on the basis of unit prices as defined and described in the Contract Documents. A percentage markup for overhead or profit shall be included in all unit prices.

  • Compressed Work Week The Company and Union recognize the concept of the compressed work week. It is further understood that the compressed work week conditions will apply only to those departments that are on the compressed work week.

  • Tenant Improvement Allowance Items Except as otherwise set forth in this Tenant Work Letter, the Tenant Improvement Allowance shall be disbursed by Landlord only for the following items and costs (collectively, the “Tenant Improvement Allowance Items”): 2.2.1.1 Payment of the fees of the “Architect” and the “Engineers,” as those terms are defined in Section 3.1 of this Tenant Work Letter, the costs of Tenant’s project manager (if any) and payment of the fees incurred by, and the cost of documents and materials supplied by, Landlord and Landlord’s consultants in connection with the preparation and review of the “Construction Drawings,” as that term is defined in Section 3.1 of this Tenant Work Letter; 2.2.1.2 The payment of plan check, permit and license fees relating to construction of the Tenant Improvements; 2.2.1.3 The cost of construction of the Tenant Improvements, including, without limitation, contractors’ fees and general conditions, testing and inspection costs, costs of utilities, trash removal, parking and hoists, and the costs of after-hours freight elevator usage. 2.2.1.4 The cost of any changes in the Base, Shell and Core work when such changes are required by the Construction Drawings (including if such changes are due to the fact that such work is prepared on an unoccupied basis), such cost to include all direct architectural and/or engineering fees and expenses incurred in connection therewith; 2.2.1.5 The cost of any changes to the Construction Drawings or Tenant Improvements required by applicable laws and building codes (collectively, “Code”); 2.2.1.6 Sales and use taxes; 2.2.1.7 The “Coordination Fee,” as that term is defined in Section 4.2.2.2 of this Tenant Work Letter; and 2.2.1.8 All other costs to be expended by Landlord in connection with the construction of the Tenant Improvements.