Mt. SAC Summer Leave FAQ

Q:  What does a Summer 4/10 work schedule mean?

A:  The 4/10 schedule means the workweek is four days a week, ten hours a day. During the eight weeks of the Summer Schedule, the work week is Monday through Thursday (4 days) and the workday is defined as a ten (10) hour workday.

Q:  When does the Summer Schedule begin and end?

A:  The Summer Schedule will begin on the Sunday of or after commencement and extends for eight weeks. For 2017, the Summer Schedule will begin on Sunday, June 18 and end on Saturday, August 12.

Q:  I am a 12 month 100% employee. How does my schedule change? What are my options?

A:  There are two options. By default, you would work a nine (9) hour workday and use one (1) hour of paid or unpaid leave to constitute 10 hours. The District shall provide sixteen (16) hours of paid leave to be used as Summer Schedule Leave, and you would use sixteen (16) hours of paid personal leave or unpaid leave. The total paid or unpaid leave is 32 hours. You may also opt to work 10 hours a day with your manager’s approval. In this case, you would not get the 16 hours of Summer Schedule Leave, but you would also not be required to take 16 hours of paid or unpaid personal leave.

Q:  I am assigned to a position of less than 100%. How does my schedule change? What are my options?

A:  You would work the same number of hours per week in four days instead of five. For example, if you work 19.75 hours a week, you would probably work an average of 5 hours a day, Monday through Thursday. The District would not provide paid leave to be used as Summer Schedule Leave.

Q:  Does my manager have to approve my Summer Leave schedule?

A:   Yes, you should work with your manager for the Summer Schedule you want to follow. It is the intent of the Tentative Agreement that your manager will work with you to determine a schedule that will address the work needs of both you and the District. Article 10.13.4 states that you need to submit your Summer Schedule request in writing to be approved in advance by your immediate manager.

Q:  What do I do if my manager and I cannot come to a mutual agreement on what my Summer Schedule should be and/or how much time off I can use during the Summer Schedule?

A:   Article 10.13.5 states if you and your manager are not able to mutually agree on a Summer Schedule, then you or your manager shall notify the College President/CEO of the scheduling issue. The College President/CEO will meet with CSEA to negotiate a mutually agreeable schedule. In such a case, please notify both the President/CEO of the College and the President of your unit to ensure a timely response to the issue.

Q:  I am a 12 month 100% employee and I have not used all of my current year floating holiday hours. Can I use my floating holiday hours during June and then use the District Summer Leave time?

A:   Yes, you should use the remaining floating holiday hours of this year before the end of June. The Tentative Agreement allows the 16 hours of District Summer Schedule Leave to be used anytime during the eight week Summer Schedule as long as you use a total of 16 hours of your own personal leave during the Summer Schedule.

Q:  I prefer not to use my personal leave during the Summer Schedule. Can I work 9 hours a day during the first half of the Summer Schedule using the 16 hours of District Summer Leave, and then work 10 hours a day during the second half for the Summer Schedule?

A:   No. The intent of the ratified Tentative Agreement (Article 10.13.13) is to allow classified unit members who want to keep their earned leave to “opt out” of working 9 hours days with manager approval. Those who opt to work 10 hour days for the Summer Schedule do not receive the 16 hours of Summer Leave from the District. Also, if you start using the Summer Leave and then decide you would rather work 10 hour days (even with manager approval), you would need to give back the used portion of the 16 hours of Summer Leave and substitute it with your own paid or unpaid leave to make up the used hours.

Q:  Can I use the District Summer Leave of 16 hours in blocks? For example, can I use 10 hours of Summer Leave in one day or use 2 hours of Summer Leave a day or use 6 hours of summer and 4 hours of vacation time in one day?

A:   No, Summer Leave can only be used for 1 hour per day, no more and no less. However, you can use 9 hours of vacation time and 1 hour of Summer Leave in a single day. The intent of the Tentative Agreement is that no one works more than 9 hours per day in order to maintain productivity and health. However, you may request the use of additional personal leave time with your manager’s approval to shorten the workday.

Q:  I intend to work 9 hour days during Summer Schedule, using 16 hours of District Summer Leave and 16 hours of personal leave. What if my manager asks me to work overtime? How is that calculated?

A:   Since the Summer Schedule is 9 hours of work plus 1 hour of leave, any hours worked beyond 9 hours on a given day would be overtime for those hours. The day would be reported as 9 hours of regular pay, 1 hour of leave (Summer Leave or personal leave to constitute the 10 hour workday of the Summer Schedule) and 1 or more hours of overtime. For example, if you worked 12 hours, you would need to report 13 hours on your timesheet as follows: 9 regular hours, 1 hour of Summer Leave or personal leave, and 3 hours of overtime.

Q:  I intend to work 10 hour days during Summer Schedule without using the District Summer Leave. What if my manager asks me to work overtime? How is that calculated?

A:   Since you are not working the Summer Schedule, you would work 10 hour days during the summer. Any hours worked beyond 10 hours on a given day would be considered overtime for those hours. The day would be reported as 10 hours of regular pay and 1 or more hours of overtime. For example, if you worked 12 hours, you would need to report 12 hours on your timesheet as follows: 10 regular hours and 2 hours of overtime.

Q:  I was hired after July 4. Do I receive this additional floating holiday?

A:  No. The additional floating holiday is granted to unit members in lieu of a regular District holiday. If you were hired after July 4th, you would not have had the day off so you will not receive the floating holiday.

Q:  I am a 12 month 100% employee. How do I report the July 4th holiday on my time sheet when it falls during the workweek of the Summer Schedule?

A:  You should report 10 hours of District Holiday Pay on your timesheet for July 4th. If you are working 9 hour days during Summer Schedule, this counts as one of your 16 hours of personal leave, so you only need to use an additional 15 hours of personal leave. This does not apply if you are working 10 hour days.

Q:  I am assigned to a position of less than 100%. How do I report the July 4th holiday on my time sheet when it falls during the workweek of the Summer Schedule?

A:  You should report your hours of District Holiday Pay based upon your proportional District Holiday Pay for July 4th. Employees in positions less than 100% will receive the proportional amount of District Holiday Pay based on a 10 hour holiday, rounded to the nearest quarter hour.

For example, a 47.5% employee would receive 4.75 hours of District Holiday Pay (10 hours x 47.5% = 4.75 hours).

For example, a 25.0% employee would receive 2.50 hours of District Holiday Pay (10 hours x 25.0% = 2.50 hours).

 

Q:  Instead of using my vacation hours to make up the required 1 hour of time during the Summer Schedule, can I use my personal necessity time?

A:   Yes, personal necessity time may be used in a manner consistent with Article 13.11. Article 13.11 permits the use of personal necessity time for any reason except for 1) personal convenience, 2) the extension of a holiday or vacation period, 3) seeking other employment, 4) matters that can be taken care of outside of work hours, or 5) recreational activities. For example, if you have child care scheduling issues due to the extended Summer Schedule hours, you can use personal necessity time.

 

Q:  How do I report absences for Sick Leave during the Summer Schedule?

A:   For full day absences, you can either report 10 hours of your own personal leave, or 9 hours of personal leave plus 1 hour of Summer Schedule Leave. Because sick time is accumulated in hours instead of days, there is no “conversion” of sick time.

Q:  How do I report absences for Jury Duty and Bereavement during the Summer Schedule?

A:   Absences due to jury duty or bereavement do not require the use of your own personal or Summer Schedule leave. If you are absent for the entire day for one of these reasons, report 10 hours of jury duty or bereavement leave for each day. You do not need to use 1 hour of Summer Schedule Leave or personal leave.