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Core-CT HRMS Daily Mail

Date: 8/20/2019

Additional Information When Moving Employees From Management to Bargaining Unit

Agencies need to be aware of the language agreed upon regarding vacation accrual balances for those employees who were managers and have recently become represented by a bargaining unit. Some agreements, such as that with P-5, contain language that allows specific current employees who have accumulated vacation beyond the cap typically allowed for that bargaining unit, to keep their vacation balance intact (until or unless the balance drops to the standard maximum rate). Agencies should refer to the Leave Plans job aid to see if an existing leave plan is available that contains the correct monthly accrual rate based on the new bargaining unit language and that contains a maximum balance that is greater than or equal to the employee’s accumulated vacation. If no plan exists, agencies should use the military leave plan that contains the correct accrual rate but has no maximum balance until such time as the employee’s balance drops to the maximum balance allowed by the contract language.

Agencies must then manually track the employee’s vacation balance to ensure that the employee does not exceed the accrual balance in place at the time of transition. If at any point the employee were to drop to the contractual maximum accrual balance or below, then the employee should be put into a leave plan that has a maximum accrual balance that is equal to the standard contractual maximum balance and has the correct monthly accrual rates.

Additionally, Time Reporter Data must be reviewed and updated as needed when moving employees into new union codes.

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