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continue under the current accrual, eligibility, request and approval <br />requirements. <br />a. Holidays <br />i. For a recognized City holiday the hours (as stated in Article VIIr) are <br />earned for each holiday, except for the floating holiday. <br />ii. If a holiday falls on an employee's alternating regularly scheduled day <br />off, the employee must then take their holiday off before or after the <br />regular holiday as their holiday off with supervisor and Department <br />Head approval. If the employee cannot take their holiday off before or <br />after the regular scheduled holiday off, the employee will bank the <br />hours of holiday leave to be used at a later date with the supervisor's <br />approval. <br />D. It is the intent of the parties that no additional paid time off shall be gained or lost <br />as a result of the implementation of an alternate work schedule. <br />The City reserves the right to abandon alternate work schedules if, in the opinion <br />of the concerned Department Head and the City Manager, the alternate work <br />schedule has notproduced the desired results. If this right is exercised, the City and <br />SEW shall meet and confer in good faith prior to abandoning any of these alternate <br />work schedules. <br />3.4 Personal Hardship <br />Any employee who encounters a personal hardship with his/her work hours may request <br />an accommodation from his/her Department Head. A hardship request will be limited to <br />an employee's authorized hours of work. An accommodation will be considered only after <br />the employee has exhausted all other personal options to resolve the hardship. <br />If the employee is unable to resolve his/her problem, the employee may request an <br />accommodation from their Department Head by submitting a hardship claim. The <br />Department Head may authorize an accommodation after reviewing said claim or assign a <br />manager to investigate and recommend a resolution of the hardship claim. The <br />recommendation of the manager will be limited to the f6howing: <br />1. Approve an appropriate flex schedule that does not disrupt the department's ability <br />to deliver its services or create disruption in the work unit. <br />2. Deny the employee's proposed solution to resolve the hardship <br />3. Reassign the employee to a 5/40 work schedule. <br />The Department Head may accept any one of the manager's recommendations or advance <br />2019-2022 MOU City of Santa Ana & SElU Full -Time Employees Unit Page 14 <br />ti <br />I <br />