Work Sharing. SRD is calculated as if the employee is working full-time hours. (SRD has an impact on recognition of employee service at years 25 and 40, Quarter Century Club Membership and seniority (Article 64).)
Work Sharing. 40.1 “Work sharing” occurs when sufficient members of a work unit agree to work fewer hours for reduced compensation in order to accommodate a temporary reduction in work load and to help maintain employment continuity in the event of an adverse impact situation under Article 64 - Employment Continuity.
Work Sharing. 7.1 The Parties agree that work sharing may be utilized in times of reduced work so long as the Employer and the Union agree to the terms.
Work Sharing. Based on a local agreement, it is possible to establish a tempo- rary reduction of working hours (work sharing scheme). The conditions for such a scheme are found in Annex 5.
Work Sharing. At its sole discretion, the School may consider proposals from members of the teaching staff to enter into work sharing arrangements whereby two employees may share a single position on terms and conditions to be agreed upon between the participating employees and the Alliance as long as there would be no negative impact on students or their program of study. Compensation, benefits entitlements and accrual of seniority will be in accordance with the arrangements agreed upon.
Work Sharing. (For Trade and those classifications listed in attachment “A” OPT Election/Recognition history) Allocation of work to other groups than those which are regularly assigned to do it shall never be on an arbitrary basis, and the department involved will discuss with the chairperson of the bargaining unit or his/her substitute, as far in advance as possible, any unusual allocation.
Work Sharing. Subject to local agreement and eight days' notice, work-sharing may be introduced for full-time employees for a period of 13 weeks every year due to seasonal fluctuations in production.
Work Sharing. 15.1 The implementation and operation of the work-sharing arrangements is at the discretion of management, who retain the discretion to alter, reduce and/or standardise the range of work sharing patterns available to staff having regard to the specific business needs of their organisation.
Work Sharing. It is acknowledged that flexibility in attendance arrangements can, where they can be accommodated, contribute to efficient and effective business performance while enabling staff to balance work and personal life requirements. Accordingly the public sector has been to the fore in pioneering flexible attendance patterns. Nevertheless, the multitude and variety of work sharing patterns in place, in some sectors, has created a significant management challenge and overhead and is impacting on the capacity of organisations to deliver their services. Therefore, in order to support the effective management the following principles are outlined. o The implementation and operation of the work sharing arrangements is at the discretion of management o No work sharing pattern should be less than 50% of full time working hours. o Staff currently on patterns of less than 50% or not working a pattern within the agreed range of patterns for their organisation, will be migrated to the new arrangements within a period of 12 months. The change in pattern will be discussed with the individual prior to the implementation of the change. o Work sharing arrangements will be formally reviewed on annual basis (or earlier if required). Where such a review has not yet taken place a review must be completed by the end of 2013. o Managements discretion to alter or change an individual's work sharing arrangements, on the giving of due notice (3 months) is confirmed. Management reserves the right, on reasonable business grounds and with reasonable notice, to refuse access to the scheme, to require a person to vary their work sharing arrangements, or to require a person to resume full time work.
Work Sharing. This program allows for the payment of UI benefits to employees of participating employers whose hours and wages have been reduced. These claims are considered an alternative to layoffs. Partial This program enables employers to retain trained staff during slow business periods. Employees are then available for full-time employment as business improves. Employers may use the partial program if employees are temporarily working reduced hours or have been placed on layoff status for no more than two consecutive weeks. Employees who are laid off due to lack of work for more than two consecutive weeks must claim benefits in the usual manner and meet regular UI requirements. Disaster Unemployment Assistance This federal program provides financial assistance and employment services to dislocated workers and the self-employed when they are unemployed as a direct result of a major natural disaster.
