Designed using Chromatic. Powered by WordPress. The Employee Relations Division plans and conducts labor negotiations, implements labor agreements, and assists managers and supervisors with employee issues, including corrective action. By completing the voluntary reduction in work schedule VRWS application. This must be signed by the employee and approved by the appropriate department chair or administrative unit head, as well as, the dean or appropriate vice president. Not all areas will be able to participate as some offices maintain full operations year round.
The decision regarding the availability of a reduced work schedule in a given area rests with the management of that area. Contributions to the appropriate retirement system or alternative retirement plan will be made based on actual earnings. Such contributions will be reduced in proportion to time worked and actual reduced earnings. Service credit for the fiscal year may be affected. Sick leave and vacation accruals will accrue at the rate for full-time employees in the same employee category as the employee seeking a voluntary reduction in work schedule.
Full-time individuals who are eligible for and participating in the group health plans will remain eligible for benefits selected for that year. Check with Human Resources for the minimum number of weekly hours you are required to work. Note: this provision applies to all employees, whether receiving these benefits with the State of Connecticut or not. You will be paid for the holiday as if you were not taking unpaid leave under the VSRP.
You will revert back to your normal schedule for the workweek containing Memorial Day. A: You will take your voluntary leave day on the Monday and you will be paid for the holiday on Friday.
Benefits are not to be diminished under the VSRP so holidays are to be paid in both of these situations. A request cannot be approved if it would result in overtime costs or have a significant impact on critical services. A: You will receive full retirement service credit for the time that has been approved under a voluntary schedule reduction, however ARP contributions employee and employer will not be made for earnings that are lost under this plan.
Time under the VSRP must be preapproved and typically sick leave is not preapproved although a medical certificate may be required. The same logic would hold for unpaid time taken under the VSRP. A: Yes and no. You may rescind your request to take leave under the VSRP provided the date s requested have not yet passed. You may not, however, take the pre-scheduled leave off and then rescind your request after-the-fact.
At this time, leave taken under the VSRP may not substitute for any furlough day s that may be required in the future. A: You will be paid the same number of hours that you would have otherwise received had you not been participating in the VSRP eight hours.
As with all employees, if you are in your initial working test period you may not participate in the VSRP.
Using an average schedule over time is not allowed, as the schedule must remain at the new FTE each week. If the following scenarios are requested, please speak with Human Resources prior to approval. Benefits Impact: While the employee is on the reduced work schedule, the employee will remain eligible for insurance benefits under the same terms as if the employee was a full-time employee, except for Long Term Disability premiums and coverage which is based on annual salary.
Examples 3 months off Mid May — Mid August, or June - August Bi-weekly Hourly Paid : Change from working 12 months per year, 40 hours per week for 52 weeks per year, to 9 months, 40 hours per week, 40 weeks per year. Employees will not be paid during the time off.
Employees will work 40 hours per week during working months and be paid for hours worked. Monthly Paid : Change from working 12 months per year, 40 hours per week to 9 months per year, reducing FTE from 1. Employees will work 40 hours per week and be paid during working months at 1. Monthly Paid : Change from working 12 months per year, 40 hours per week to 10 months per year, reducing FTE from 1.
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