The ERIT program will be sunsetting June 30th due to the low number of staff participating in the program as well as the complexity of administering the program.
Effective July 1, 2017 your vacation and sick accrual will be accrued based on your FTE.
The supervisor should work with HR to ensure the reduction in time policy is followed. Any agreement that allows an employee to voluntarily reduce their percentage of time worked should be documented and the agreement placed in the employee’s personnel file. The agreement should include the agreed upon work schedule percentage and the length of time the agreement will be in place. It should also note that the department may end the agreement at any time based on business need. If the employee’s pay schedule is impacted by the DOL FLSA salary threshold, that should also be noted. Please contact HR with any questions.
Since the ERIT program is ending June 30th, your FTE will automatically be returned back to your pre-ERIT FTE. Effective July 2017 you should start working your pre-ERIT work schedule. If your ERIT contract ends prior to June 30, 2017 no further action is necessary.
The employee should notify the supervisor that they would like to voluntarily reduce their percentage of time and follow up the request with an email. The supervisor will assess the request, based on the needs of the business, and determine whether the request can be granted. If your supervisor determines the request can be granted they will work with HR to ensure the reduction in time policy is followed and the appropriate documentation occur.
No. Your accruals (sick leave, vacation leave, seniority, retirement) will be based on the percent of time you work.
Yes. For example, an employee may want to reduce their time from 80% to 50% during the months of July through December. They would make the request with their supervisor and follow up with an email. The supervisor will determine if the request can be granted based on the needs of the business. If the request cannot be granted the supervisor will notify the employee verbally and in writing.
Yes. The supervisor will assess the request, based on the needs of the business, and determine whether the request can be granted. Note: Once the supervisor grants the request to reduce the percentage of time on a permanent basis, the approval may be rescinded at any time based on the needs of the business.
You may make the request to increase your percentage of time with your supervisor who will determine if the request can be granted.
No. If a career employee’s time is involuntarily reduced it is considered a layoff, and the employee is entitled to layoff rights.