Determining feasibility When an employee requests a reduced work plan, monitoring determines whether the position may be a reduction in working time. The feasibility assessment includes taking into account, but not limited, costs, performance levels and the need to maintain appropriate monitoring. Eligibility Each agency may provide reduced working hours after the agreement of the head of the agency. Each agency determines the reduced hours that can be made available to workers. These findings are based on operational needs, staffing requirements, service delivery requirements and the Agency`s coverage needs. This reduction can take place either for a specified period of time (for example. B summer sessions or between fall and spring semesters), either as part of a work week (reduced one day`s work or one day`s work). If participation in the voluntary reduction is denied, a staff member has the right to request a written statement of the reason for refusal. Such a written statement must be made within five working days of the request of the superior or vice-president/dean who rejected the request for an agreement. Working time is an essential aspect of the work arrangements covered by employment contracts or enterprise agreements. Indeed, it is customary for contractor agreements to determine the number of hours worked per week and sometimes the special rolling tables under which the schedules are made.

Due to a reduction in working time, no scholarships or reclassifications are allowed. Departments should not allow overtime pay for non-exempt staff to compensate for the voluntary reduction in working time. Employers who want to end working hours because of the e-mail slowdown to avoid possible layoffs could benefit both employers and workers. You should also be aware of your duties when employees opt for layoffs rather than accepting a reduction in working time. Many companies are “running on overtime.” In other words, they rely on workers to regularly work overtime beyond their normal hours.