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VRT

VRT. Voluntary Reduction in Time Program. What is VRT?. Temporary program - effective 1/1/2009 through 5/31/2012 Staff can request to voluntarily reduce work hours and corresponding pay Some departments may choose not to offer

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VRT

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  1. VRT Voluntary Reduction in Time Program

  2. What is VRT? • Temporary program - effective 1/1/2009 through 5/31/2012 • Staff can request to voluntarily reduce work hours and corresponding pay • Some departments may choose not to offer • Participation requires the approval of the department head and Dean or Vice President, with the Dean or Vice President having final approval authority

  3. Program Purpose VRT is intended to: • Help the University achieve salary savings in these tough economic times • Provide staff with the opportunity to request reduced work hours that may also help with work-life balance

  4. Who is eligible? • Non-faculty staff in participating departments - Not all departments will offer VRT • Non-faculty staff includes administrative staff and staff who are members of a collective bargaining unit with a .80 FTE assignment or greater (working 30 hours per week or more) • Non-probationary and staff in good standing - Provisional employees are excluded • Staff with the approval of their department head and Dean or Vice President

  5. Timing Considerations • VRT is available 1/1/2009 through 5/31/2012 • Requests to participate must be for at least one month • VRT agreements will begin on the 1st day of a payroll period

  6. VRT Participation Staff may request to: 1. Reduce their work hours or work schedule at least 5 percent, up to a percentage that equates to working no less than 20 hours per week Example: • Suppose full-time is a 37.5 hour work week • 20% reduction in work time = 80% of full-time • Staff would work 30 hours per week and be paid accordingly

  7. VRT Participation Or, 2. Work less than 12 months in a calendar year - i.e., work 11 months or 10 months, maintaining a 37.5 hour week during work months Example: • Assume staff requests to work 11 months • During the 11 months, staff would work 37.5 hours per week • The salary for 11 months would be paid over the 12-month period Either way, participants must work at least 1,000 hours in the calendar year

  8. Program Process • Interested staff are encouraged to discuss VRT participation with their supervisor/manager • Supervisor/manager, department head and Dean or Vice President consider VRT participation in light of workload and budget • If participation is feasible, staff completes the VRT Agreement form with supervisor/manager assistance

  9. Program Process (con’t.) • Appropriate Agreements are approved by the department head and Dean or Vice President • Approved requests are sent to HR for final review and processing • With final approval from HR, the department processes the EPAF to adjust salary

  10. Exempt Staff Considerations Greater emphasis is placed on position responsibilities than work hours, so: • Supervisors/managers and exempt staff must determine and agree on any needed workload adjustments • These adjustments will be included as part of the VRT written agreement

  11. Program Changes VRT commitments will be used for planning and to project department savings – so, it is best if changes are not made; however, With appropriate approval and 30 days advance written notice, staff or the department head may: • Change the reduction of time • Terminate the VRT agreement earlier than scheduled [Advance notice may be waived if due to an emergency]

  12. Benefit Impacts • As long as participating staff adhere to the VRT program options, these benefits will not change: • Health Insurance (Blue Cross; Kaiser Permanente) • Dental (Delta) • Vision • Employee Assistance Plan • Life Insurance

  13. Benefit Impacts • Staff health care contributions will be the same as prior to VRT participation • Vacation and sick leave accruals will be reduced by the reduction in time • The applicability of other HR policies including layoff and termination will not change

  14. Benefit Impacts • USF contributions to the 401(a) retirement plan will be based on the reduced salary, and will continue provided that participating staff work at least 1,000 hours in the calendar year • For participating staff contributing to a 403(b) retirement plan, where contributions are based on a percentage of earnings - during VRT participation, these contributions will be lower -Staff will be eligible to contribute up to the maximums set by the IRS

  15. Benefit Impacts Tuition Remission Program: • For participating staff with a .80 FTE or greater • No change in this benefit • For participating staff with less than a .80 FTE: • For their spouse/LDA and IRS tax-dependent children, this benefit remains the same • For staff already enrolled in an academic program, this benefit remains the same • Staff are not eligible to enroll in a new program or class unrelated to a program in which they are already enrolled

  16. VRT Agreement • The form is accessible on the HR website • Staff participation start and end dates need to be determined and noted on the form for all options • Minimum participation is for 1 month

  17. Participation Options & Work Assignments • Monthly/semi-monthly administrative (exempt) staff and librarians may request to: • Reduce work time by a percentage, or • Reduce current schedule to work 11 or 10 months - instead of 12 per year For this option: • Time-off periods must be specified • Salary is spread and paid over 12 months • Participation must be for a period of 12 months

  18. Participation Options & Work Assignments • Members of a collective bargaining unit (hourly) may request to: • Work a reduced schedule • Staff must show their current and proposed reduced work schedules • Work days and number of hours per day must be provided • Or, reduce current schedule to work 11 or 10 months - instead of 12 per year

  19. Example: Working 11 months instead of 12 Assumptions: • Staff annual salary = $39,600 Monthly salary = $3,300 Pay calculations: • Salary is reduced by 1 month: $39,600 – $3,300 = $36,300 • Reduced monthly pay: $36,300 ÷ 12 = $3,025 • Semi-monthly pay: $3,025 ÷ 2 = $1,512.50 $1,512.50 would be paid each pay period over 12 months

  20. Program Support Human Resources will support VRT implementation by: • Training supervisors/managers • Providing presentations to interested staff • 11/25/08 • 12/4/08 • 12/8/08 • 1/6/09

  21. Program Support (con’t.) Human Resources will: • Support departments as needed • Respond to program questions • Help supervisors/managers to: • Review and analyze existing business processes • Make appropriate program participation decisions

  22. HR Contacts • For Program Information • Michele Centrella, x2833 • Maye-Lynn Gon-Soneda, x2431 • For Benefits Information • Diane Sweeney, x2440 • Sharon Hom, x2834 • For Payroll Information • George Chin, x2837

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