Personal Hardship. 1. When an employee feels that an out-of-town assignment will create a personal hardship they should explain all the facts to their Supervisor. The Supervisor should listen to the employee, evaluate the situation and make a decision whether to send the employee on a non-voluntary basis or not. These decisions will have to be made on a case-by-case basis, relying on the information supplied by the employee as well as other facts, which may be known to the Supervisor.
Personal Hardship a. Employees can request to be excluded from a CWS if they believe working the CWS would impose a personal hardship on them. Accommodations to CWS for an Employee's personal hardships will be determined by the supervisor. The Employer should be sensitive to the possibility that a CWS could have an adverse effect on certain employees, particularly disabled employees and those who are responsible for the care of disabled family members or dependent children. Depending on the facts and circumstances in the individual case, other valid hardship situations may occur that could be grounds for excusing an employee from working under a CWS program. Requests for exemptions will be submitted to the supervisor. A determination regarding the request for an exemption will be made and communicated to the employee as soon as possible but no later than ten days after the request is submitted. Sufficient documentation may be required to support the request. Every effort will be made to accommodate the request within the goals and purposes of the CWS and patient care needs.
Personal Hardship. 1. Any employee may request special consideration due to personal hardship. Personal hardship is an appropriate consideration in any Management action affecting employees.
Personal Hardship. 5. Child-rearing and the preparation therefore
Personal Hardship. Any bargaining unit employee may request special consideration due to personal hardship. Management will consider all hardship requests and where possible, take steps to provide assistance.
Personal Hardship. An employee may request an unpaid leave of absence in cases of extreme personal hardship, such as the serious illness of spouse, parent or legal dependent.
Personal Hardship. An employee may request approval of a work-at-home arrangement which presents a significant personal hardship. However, this program may not be used as a substitute for dependent care or child care.
Personal Hardship. 1. When an employee feels that an out-of-town assignment will create a personal hardship he should explain all the facts to his Supervisor. The Supervisor should listen to the employee, evaluate the situation and make a decision whether to send the employee on a non-voluntary basis or not. These decisions will have to be made on a case-by-case basis, relying on the information supplied by the employee as well as other facts which may be known to the Supervisor. 2. If a non-voluntary job assignment lasts more than eight (8) weeks the Supervisor should consider rotating personnel to complete that job assignment. (If for example, the Supervisor knows that an out-of-town work assignment will last for ten (10) weeks, he might consider sending two (2) different groups for five (5) weeks each.)
Personal Hardship. It is not unusual for students to find adjusting to college and living in a student residential community a big challenge. Whether it is finding a quiet place to study, resolving differences with a roommate, or adjusting to sharing a room, it may feel that community living isn’t working for you. Other options: Although the CSUEB Student Housing Office understands this feeling of incompatibility, it is not a reason that can be accepted for cancelling a License Agreement. Instead, a Residence Life staff member will meet with you personally to identify your concerns and assist in developing an appropriate response. Some of the approaches that you will be asked to pursue are: ● Speak with your Resident Assistant or Residence Life Coordinator ● Discuss with your Residence Life Coordinator about a room/apartment change ● Meet with one of the counselors at Counseling and Psychological Services Required Documentation: If a student pursues personal hardship as his/her reason for cancellation, he/she must submit the following: ● A letter describing the hardship in detail and specific steps taken to resolve the matter ● Supporting documentation from your Residence Life Coordinator ● Supporting documentation from a counselor and/or medical doctor. Submitting False Information Students who petition to cancel and forge or knowingly provide false information and/or supporting documentation will be referred to the Office of Student Conduct, Rights, and Responsibilities for disciplinary action according to section 41301 of Title V of the California Administrative Code. In addition, the student’s request to cancel will be denied or rescinded and disciplinary sanctions may be imposed through the CSUEB disciplinary process. Financial Obligation Please be aware that your License Agreement is for the academic year and remains intact while your request to cancel is being reviewed. You are obligated to make all payments when due. In the event that your petition to cancel is approved, you will be billed through the date you officially check out and charged a 30-day penalty and the CSUEB cancellation fee per your License Agreement. Submitting a cancellation request and documentation does not guarantee approval. Completed Request to Cancel forms and documents will be reviewed and decisions will be provided within ten days. Those submitting a cancellation request will be informed of the appeal process, in case of denial.
Personal Hardship
