Mandatory Furloughs. 207. There shall be no mandatory unpaid furlough of any duration for represented employees.
Mandatory Furloughs. The University reserves unto itself, through its Board of Trustees, the right to adopt and implement a policy providing for mandatory furloughs of employees to achieve spending reductions necessitated by institutional budget deficits. Any implementation of a mandatory furlough policy shall not be considered a lay-off of staff within the meaning of Article 27 or as the term may be used elsewhere in this Agreement. As such, a mandatory furlough policy supersedes all other university policies and this Agreement and applies to all employees regardless of source of funds, place of work or appointment terms or status. Any mandatory furlough policy shall be limited in duration to the minimum number of furlough days necessitated by institutional budget deficits and only after the University has explored other cost-cutting alternatives and the means of initiating mechanisms for generating additional revenue. The maximum number of furlough days allowed during fiscal years 2018, 2019 and 2020 respectively shall not exceed five (5) unpaid days per fiscal year. The University will provide the Union with at least forty-five (45) days advance notice of the intended implementation of the furlough policy and the supporting financial information. At the request of the Union, the parties shall bargain over the impact of the furlough policy on bargaining unit employees, including the method for scheduling time-off. Furlough days will not impact an employee’s eligibility for or continued enrollment in the University’s health, vision and life insurance plans. The University will provide the affected employees and the Union with at least thirty (30) days advance notice of the implementation plan of a mandatory furlough. Nothing in the foregoing shall prohibit the parties from meeting to discuss the possibility of allowing additional unpaid furlough days in any fiscal year(s) to avoid or reduce the impact of mass layoffs.
Mandatory Furloughs. 146. The mandatory furlough provisions of Civil Service Commission Rule 120 shall not apply to covered employees.
Mandatory Furloughs. Should financial needs so dictate, or should changes in patient census occur, or if in the discretion of the CEO of SJGH volunteer efforts within SJGH have proven insufficient to address the financial needs, the County may impose mandatory furloughs at San Xxxxxxx General Hospital only. The following conditions will govern the furlough program applicable to regular staff at San Xxxxxxx General Hospital:
Mandatory Furloughs. 198. There shall be no mandatory unpaid furlough of any duration for represented employees. II.F. PUBLIC HEALTH NURSE DUTIES (SECTION II.F. Public Health Nurse Duties does not apply to P103 Per Diem Nurses) 199. Utilization of personnel providing services related to Public Health Nursing is an appropriate subject for discussion by the Professional Performance Committee. Nursing Administration recognizes the value of input from the PPC in this area. Public Health Nurse Caseloads 200. Management is responsible for the equitable distribution of caseloads. Individual disputes arising out of the application of this policy shall be subject to the grievance procedure. Caseloads and staffing levels are suitable subjects for discussion in the Joint RN/DPH Monitoring Committee and not in the PPC. Hazardous Situations
Mandatory Furloughs a. In the event that the local court determines to require mandatory furlough days of interpreters, the parties agree as follows:
Mandatory Furloughs. The University reserves unto itself, through its Board of Trustees, the right to adopt and implement a policy providing for mandatory furloughs of employees to achieve spending reductions necessitated by institutional budget deficits. Any implementation of a mandatory furlough policy shall not be considered a lay-off of staff within the meaning of Article XXVII or as the term may be used elsewhere in the collective bargaining agreement (“cba”). As such, a mandatory furlough policy supersedes all other university policies and the cba and applies to all employees regardless of source of funds, place of work or appointment terms or status. Any mandatory furlough policy shall be limited to not more than five (5) unpaid furlough days during calendar year 2011. The University will provide the Union with at least forty-five (45) days advance notice of the intended implementation of the furlough policy. At the request of the Union, the parties shall bargain over the impact of the furlough policy on bargaining unit employees, including the method for scheduling time-off. Furlough days will not impact an employee’s eligibility for or continued enrollment in the University’s health, vision and life insurance plans.
Mandatory Furloughs a) Effective June 29, 2012, mandatory furloughs for all employees shall cease.
