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1. Employees shall be required to explore and exhaust all personal options to <br />resolve the hardship. The employee's efforts to resolve their personal <br />situation must be explained on the form. <br />2. An employee claiming an ongoing hardship due to the 9/80 work schedule <br />should submit a hardship claim form to the Department Head through their <br />manager. The Department Head may authorize an accommodation after <br />reviewing the claim or may assign a manager to investigate and recommend <br />a resolution. <br />3. If, according to the employee, the hardship claim was not resolved through <br />the Department Head's recommendation, the employee may submit the <br />claim form to the Human Resources Department. A Hardship Committee <br />shall be established to assist in the resolution of hardship claims and meets <br />on an as -needed basis. The Hardship Committee will review the claim and <br />make a recommendation to the Department Head. <br />4. Hardship claims due to health reasons, either the employee's or a <br />dependent's, must be supported by medical verification signed by the <br />employee's or dependent's private physician. <br />5. In cases where a hardship exists, as determined by the Hardship Committee, <br />efforts will be made to identify alternatives with due regard to the <br />employee's request but, with particular concern to the needs of the <br />department. The Department Head has final approval on any work schedule <br />adjustment. <br />6. If transferred or reassigned to a different department and a hardship <br />continues, a new hardship claim must be filed with the new Department <br />Head. <br />7. It is the employee's responsibility to notify their supervisor if the hardship <br />terminates and return to the normal 9/80 work schedule. <br />Inconvenience or preference does not constitute a hardship. <br />CONFIDENTIAL ASSOCIATION OF SANTA ANA (CASA) MOU: JULY 1, 2022 THROUGH JUNE 30, 2025 <br />Page 9 <br />