As many of you will recall, last month the Supreme Court sent down a ruling that prevents public employers and unions from requiring bargaining unit members to pay an agency fee or representation fee. If you are a member of a bargaining unit, you may have questions about how this affects you. The Office of Financial Management has posted a very detailed list of FAQs (Frequently Asked Questions) that should prove helpful in answering some of your most common questions. Please refer to the link below for more information!
Last month, we let you know about the upcoming summer hours for campus. As a little reminder, here’s some information about what will happen beginning July 9:
- Summer hours begin the week of 09 July (the week after Independence Day).
- Summer hours run through the week of 27 August (meaning that regular hours resume the week of Labor Day).
- The summer campus hours shall be 8 a.m. to 5 p.m Monday-Thursday (our current hours are indicated here on the website: https://www.greenriver.edu/campus/). Not all shifts will align directly with the hours as there may be personal, departmental, or support needs that fall outside of those hours.
- The default work week for all employees shall be four (4) 10 hour shifts from Monday through Thursday. Certain departments may have needs outside of those hours and will work with employees directly to set shift expectations.
- Employees who cannot work the four (4) 10 hour shifts should contact their direct manager and their Employee & Labor Relations person (either Barbara or Chernenko). Employees who cannot work the shift may be defaulted to five (5) 8 hour shifts.
As a note:
- employees may request of their manager a schedule adjustment (for WFSE employees, this is 7.3 (B)(4)) at any time. Schedule adjustments will be considered by the manager in coordination with Human Resources and may be granted if business needs can be met.
- employees may request vacation time using the same college and departmental policies and procedures in place.
On behalf of the Classified Training and Development Committee, we invite all classified staff to a workshop focused on equity, diversity and inclusion issues in the workplace. February 6, 2018 will feature two options for attending this workshop: 10a-11:30a and 2:30-4pm in the SU River Room (supervisors: make note that, while areas should remain open, employees should be given the time to attend one session). Below is a little bit of information about our day’s facilitator, Debi Jenkins!
Debra (Debi) Jenkins has over twenty years of experience transforming lives as an innovative developmental life coach, teacher and, presenter. Debi is a tenured professor of Early Childhood Education and Psychology, Department Head of Early Childhood Education, and Chair of the Behavioral Sciences Division at Clark College. Debi is also a Qualified Administrator of the Intercultural Development Inventory (IDI) and the Intercultural Development Plan which are effective developmental coaching tools. Debi’s expertise in life coaching, teaching and presenting is in the areas of lifespan development; issues of diversity, justice, equity, and inclusion; and institutional climate/ organizational change.
At the core of my Share the Flame work reside the questions: How do I nurture the souls of those individuals who are in my sphere of influence? How do I engage them in reconciling the various complexities of their multi-contextual lives with the work of social justice, diversity, equity, and inclusion? And how do I cultivate the importance of self-care to preserve their commitment to their work, families, and collective communities? ~ Debra (Debi) Jenkins
Posted on behalf of Chernenko Wheatley, Employee & Labor Relations Manager.
Temporary employees are a great asset to the support of department operations here at Green River, but there are guidelines and restrictions of which supervisors must be aware.
Under Article 5.1 of the Classified Union Collective Bargaining Agreement, individuals in temporary appointments are limited to one thousand and fifty (1,050) hours of work in a twelve (12) consecutive month period from the individual’s original date of hire. Because of this time constraint, supervisors need to effectively manage the number of hours their hourly employee is working.
Article 5.1 (A) tells us that individuals in such temporary appointments who work between three hundred fifty (350) hours and one thousand fifty (1,050) hours over a twelve (12) consecutive month period become members of the bargaining unit and begin paying union dues.
Individuals in temporary appointments become eligible for medical benefits once the employee accrues 480 hours within a six month period and with a minimum of 8 hours each month. The employee will maintain that benefit if they continue working a minimum of 8 hours per month. By staying at 16 hours (or fewer) per week, we remain within the limit.
Hourly positions do not qualify for vacation leave and must adhere to the scheduling needs of the department.
- Hourly Student Employees: Under article 5.1 (A), individuals who are in temporary appointments and are students in a half-time or more capacity are NOT eligible to become members of the bargaining unit.
- Work Study Students: The different hour constraints (16 for benefits, 1050, etc.) and other considerations (i.e. union notification) are dependent upon the amount of financial aid a student is awarded. Please direct any questions regarding such hourly employees to Financial Aid.
For further guidance, please take a look at the Temporary (Hourly) Employee page on the GatorNet under Administration>Departments>Human Resources>Hourly (Non-Permanent). Here you will find information about the hiring process, general guidelines and other helpful links.