Employee Reduction In Time Program

I. Program Summary

Last Updated July 28, 2017

The Employee-Initiated Reduction in Time (ERIT) Program is a temporary tool that department heads, with the approval of their Principal Officer, may offer to their employees to achieve temporary salary savings.

In return for their voluntary reduction in time, participants will:

  • Accrue vacation and sick leave credits at their rate accrued prior to participation in ERIT;
  • Have their eligibility for health and welfare benefits (medical, dental, vision) not be affected by ERIT;
  • Have their UC Retirement Plan (UCRP) contributions based on their reduced salary, and UCRP service credit will accrue based on their reduced appointment;
  • Have other retirement benefits calculated based upon their pre-ERIT compensation rate as outlined within the proposed program guidelines.

Effective July 1, 2017 – June 30, 2020: Subject to departmental and supervisor approval, all eligible career staff employees (regular status and probationary), except Senior Management Group members, may voluntarily reduce their time from a minimum of 5% of full time to a maximum reduction of 50% of full-time as long as their work schedules are not reduced below 50% time in any given month of participation.


II. Authority

Department Heads, with the approval of their Principal Officers, may approve an employee’s participation in the ERIT Program. Employee participation is subject to departmental and supervisor approval.

 

III. Program Eligibility

All career staff employees (regular status and probationary, except Senior Management Group members), with appointments of at least 55 percent time, are eligible to participate in the ERIT Program.

The following represented employee groups are eligible for participation:

  • Clerical and Allied Services (CX)
  • UAPD (DX)
  • Patient Care Technical (EX)
  • Skilled Craft (K7)
  • Service Employees (SX)
  • Technical Employees (TX)
  • Research Support Professionals (RX)
  • Residual Health Care Professionals (HX)

For all other exclusively represented employees, participation in the ERIT Program is subject to collective bargaining.


IV. Deadlines for Processing Contracts and Effective Dates

Monthly Paid Employees

For monthly paid employees requesting participation in the ERIT Program, a completed and approved ERIT Program contract form must be received by the appropriate Employee & Labor Relations (ELR) Analyst no later than the last working day of the month prior to the effective date. The ELR Analyst will have three business days from the effective date of participation to process applications and forward to Operations for processing.

An ERIT Program contract for monthly paid employees must begin on the first day of a month and end on the last day of a month. No requests that require retroactive payroll processing can be considered. If contract forms are received after these published processing deadlines, the ERIT Program effective date will be modified to the following pay period. Departments should develop internal processes to ensure sufficient time for review and approvals.

Biweekly Paid Employees

For biweekly paid employees requesting participation in the ERIT Program, a completed and approved ERIT Program contract form must be received by the appropriate ELR Analyst at least 5 working days in advance of the effective date. The ELR Analyst will have three business days from the effective date of participation to process applications and forward to Operations for processing.

Time reductions are to be made in two biweekly increments therefore an ERIT Program contract for biweekly paid employees must begin on the first day of the biweekly pay period and end on the last day of the second biweekly pay period of the quadriweekly pay cycle. Reference the UCSC Biweekly Payroll Calendar

No requests that require retroactive payroll processing can be considered. If contract forms are received after these published processing deadlines, the ERIT Program effective date will be modified to the following biweekly pay period or quadriweekly pay cycle. Departments should develop internal processes to ensure sufficient time for review and approvals.

 


V. Additional Resources

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