Voluntary Reduction in Work Schedule (VRWS) · 2008-12-11 · Voluntary Reduction in Work Schedule (VRWS) Examples Example 1: John Jones has determined to reduce his work schedule

Voluntary Reduction in Work Schedule (VRWS)

The Voluntary Reduction in Work Schedule (VRWS) program provides an opportunityfor non-faculty employees to reduce their work schedules to attend to personal needsor pursue interests outside of Creighton.

As you consider this opportunity, please reference the information below regardingwork hour changes and how it affects compensation and benefits. If you are interestedin participating, please discuss the options with your supervisor. To implement avoluntary reduction in work schedule, you are required to have approval from yoursupervisor. The following page contains examples of VRWS's and incrementalreductions in pay based on hours worked.

Key Considerations:

• VRWS participation will be offered to non-faculty employees until January 15, 2009• A VRWS is not intended to be a temporary schedule change.• Benefit eligibility would remain the same for participation in Health, Dental, Vision

and Elect Life unless your work hours fall below 20 hours per week.• Disability and Creighton paid basic life insurance benefits would be based on the

new annualized salary.• Vacation and sick leave accruals would correspond to the accruals for 1/2 time and

3/4 time.• Tuition remission would be available according to the policy guidelines for part-time

employees.• A minimum reduction of 4 hours per week is required to participate in the program.• Schedule reductions to below 20 hours per week will eliminate eligibility for all of the

benefit programs listed above.

Voluntary Reduction in Work Schedule (VRWS) Examples

Example 1:John Jones has determined to reduce his work schedule to spend more time with his family. Hecurrently works full-time, 40 hour per week and makes an annualized salary of $40,000. If he electsto participate in the VRWS, the following would occur regarding John's pay and benefits.

AnnualAnnual

Work Hours Per WeekAnnualized SalaryVacation AccrualSick Accrual

40$40.00013696

36

$36.00010272

32$32.00010272

28

$28.0006848

24

$24,0006848

20

$20,0006848

Example 2:Kathy Doe has determined to reduce her work schedule because she is not ready to retire and wouldlike to reduce her work hours until she retires from the university. She currently works full-time, 40hour per week and makes an annualized salary of $80,000. If she elects to participate in the VRWS,the following would occur regarding Kathy's pay and benefits.

AnnualAnnual

Work Hours Per WeekAnnualized SalaryVacation AccrualSick Accrual

40$80,00016096

36

$72,00012072

32

$64,00012072

28

$56,0008048

24

$48,0008048

20

$40.0008048

Example 3:Bob Johnson has determined to reduce his work schedule because he would like to pursue a personalinterest and his work schedule does not allow him the time he desires. He currently works full-time,40 hour per week in a Level H, non-exempt position, has been employed for 11 years and earns anannualized salary of $30,000. If he elects to participate in the VRWS, the following would occurregarding Bob's pay and benefits.

AnnualAnnualWork Hours Per Week

Annualized SalaryVacation AccrualSick Accrual40

$30,00012096

36$27,0009072

32

$24.0009072

28$21,0006048

24

$18,0006048

20

$15,0006048

Voluntary Separation Program (VSP)

Creighton is offering a one-time Voluntary Separation Program (VSP) to non-facultyemployees as part of the University's financial enhancement effort. This program couldpotentially reduce involuntary employee reductions. The program also provides non-facultyemployees considering retirement or other career choices outside of Creighton additionalfinancial assistance they would not otherwise receive along with time in planning thetransition.

Creighton will offer twenty-five (25) VSP's on a first come, first served basis. Only theHuman Resources Executive Director, Jeff Branstetter, has the authority to accept a VSPstatement of intent. Non-faculty employees must meet the eligibility criteria outlined belowto request a VSP.

VSP eligibility requirements:• Permanent, non-faculty employees who have been employed at Creighton for five or

more years• Non-faculty employees must declare, in writing, an interest in a VSP to the Human

Resources Director, Jeff Branstetter, by January is, 2009• Non-faculty employees may choose a mutually acceptable departure date with their

supervisor as long as the date is on or before May 1, 2009• If a VSP is implemented, eligibility for rehire is July 1, 2010• If a non-faculty employee has already communicated and set an employment

departure date from Creighton, that employee is not eligible for this program• Certain non-faculty employee groups and departments are excluded from VSP

eligibility. Exclusions generally represent any class or category of non-facultyemployees where reasonable alternative means to covering the workload are notavailable. Specific examples of excluded positions follow (this list is for generalguidance only - the definitive list of ineligible positions is maintained in HumanResources; contact Jeff Branstetter at 280-5530):

o Admissions Counselors, Directors in Admissionso Coder/Billing Specialistso CRNAs

o Development Officers and Directors in University Relationso Medical Technologistso Nurse Practitioners and Physician Assistantso Pharmacistso Phlebotomists

o Registered Nurseso Research Nurses

o Public Safety Officerso Information technology positions that support core University applications or

functionso Employees holding grant funded positions

Separation Agreement: Eligible non-faculty employees will receive incentive paymentsbased upon their years of service as outlined below, in exchange for voluntarily ending theiremployment with the University and signing a release.

Number of CompletedYears of Service

FiveSixSeven

EightNineTenElevenTwelveThirteenFourteen

Fifteen & Up

Weeks ofIncentive Pavment

1415

16

171819202122

2324