PAS RULES. WORKING HOURS: rest periods

Transcription

1 This document presents a summarised version of the rules for Administrative and Services Personnel (PAS). The full text can be consulted on the Intranet along with complementary information.

2 WORKING HOURS: rest periods WORKING HOURS Maximum annual working hours: 1,590 hours (from 1st September to 31st August) Working week: 37 hours 55 minutes(7 hours 35 minutes per day) Compressed working hours: 32 hours 30 minutes (6 hours 30 minutes per day) during July and August, and over Christmas and Easter Executive Language Center Secretary s Office: 37 hours 30 minutes, except for July and August, when a 35-hour working week enters into effect In the case of compressed working hours, the calculation of daily hours will be carried out in proportion to full- or part-time status. BREAKS In no event are employees permitted to work 7 hours 35 minutes without a break. Ordinary break: 20 minutes per day (breakfast or afternoon snack, as appropriate). Personnel who clock in should not clock out in this case. Special break: If an employee chooses to use the dining hall facilities at a time other than the regular rest period, they may do so provided that they clock out. Special breaks may be arranged in the event of carrying out extraordinary work-related tasks. Lunch break: A minimum of 1 hour and always out of working hours. Smoking breaks taken during working hours are considered as time not worked.

3 WORKING HOURS: Flexitime FLEXITIME A maximum of 2 hours of flexitime is permitted on any one working day, provided that a minimum of 5 hours 35 minutes hours are worked. Flexitime hours may not be taken in succession and the needs of the service should be taken into account at all times. Jobs with set start times: A maximum of 2 hours of flexitime after a working day of 5 hours 35 work Jobs with set end times: A minimum of 5 hours 35 minutes should be worked, counted backwards from the set clock-out time Jobs with unsplit working hours: Flexitime includes half an hour at the start or end of each working day (morning shift clocking out at lunchtime / afternoon shift clocking in after lunch) Flexibility during compressed working hours: Clocking in up to a maximum of 30 minutes late is permissible. This time should be recovered immediately after the end of the working day (from 8.00 am to 2.30 pm) RECOVERING FLEXITIME HOURS As established in the collective bargaining agreement, flexitime hours can be made up discretionally, provided that the limit of 9 working hours per day is not exceeded. Accumulated hours: When an employee who clocks in has accumulated 50 hours or more, a plan to use up these hours should be agreed upon by the employee and his/her superior, who is required to inform the Department of Human Resources (PAS) of this situation. If no plan to correct the situation has been drawn up and sent to Human Resources after one month of Human Resources being informed of this situation, it will be understood that the employee has waived his/her right to the hours that are in excess of the 50- hour limit (this amount will be automatically reduced to 50 hours). Employees can take these hours off work over the following 4 months. Hours worked on holidays: Hours worked on Sundays or holidays are remunerated with an additional 75%. Arrangements to take this time off work should be made with the approval of the director of the service or department

4 HOLIDAYS AND PERSONAL DAYS Summer holidays: 32 calendar days with a minimum of 23 working days Christmas holidays: 9 calendar days Easter holidays: 6 calendar days Additional holidays: 3 calendar days. The approval of the director or manager of the service or department should be given in relation to when these days can be taken. Personal days: 3 remunerated calendar days (half days may be taken) Alternative dates for holidays may be chosen and these should be arranged with the express authorisation of the director or manager of the service or department. Holidays and additional holidays can never be taken after 31st December of the corresponding year. Personal days expire on 31 August of the corresponding year. Holiday schedule: Holidays should be scheduled by the director or manager of the service or department before 31st January. In the event of disagreement between members of a service or department, regarding holiday scheduling, priority should be given to personnel with seniority on the first occasion and a rotating system should be adopted on subsequent occasions in which a scheduling conflict arises. Holidays should be taken in turns during holiday periods to ensure that a minimum service is provided. Holiday scheduling should be arranged by the director or manager of the service or department. Holidays taken by choice outside of the established period: Holidays taken outside of the established holiday period should be for the equivalent number of hours corresponding to the official holiday period and any possible difference in hours should be made up accordingly. In the case of summer holidays, 23 working days should be used to calculate the holiday period. Holidays taken outside established period due to service requirements: Employees are not required to make up the possible difference in hours in this case. Personal days: Personal days should be taken with the approval of the director or manager of the service or department, whenever this is possible. Personal days should never be considered as holidays or long weekends and should always be justified with the appropriate documents. Documented sick day during holidays: Lost holiday time, during which an employee has been sick, should be recouped once the employee has been declared medically fit to resume work and within the same calendar year.

5 THE DINING HALL AND MEALS All employees have the right to use the dining hall facilities during the established operating hours. PROCEDURE Meal vouchers are used in the dining hall (currently incorporated into the TUI card), and employees can buy these in advance from the dining hall cashiers. 70% of the annual increase in the cost of meal vouchers is met by ESADE, with the remaining 30% paid by the employee. CLOCKING IN The working hours of employees who are required to clock in are controlled on an individual basis. The director or manager of the service or department concerned should be notified of any incident regarding clocking in. Alternatively, the Personnel Area should be informed of incidents, supervised by the immediate superior, in the course of the month following the incident, at the latest. After this period, such incidents will not be included in the employee s timekeeping records. A maximum negative balance of 10 hours will be authorised, and this may only be exceeded in exceptional circumstances and in all events with previous and explicit authorisation.

6 REMUNERATION Procedure: Salary payments are made by bank transfer. Copies of the employee s payslips are available on the Intranet. Distribution of salary: The annual gross salary is divided into 15 payments, which are made as follows: 12 monthly payments to be made on the last day of each month an extra payment made at the end of June a Christmas payment made on 22nd December two extra half payments, for equal amounts, which are to be received along with the normal salary payments in September and March respectively Salary review: Management updates the salaries of administrative staff (PAS) annually, in September, taking into account the CPI increase for the year ahead, economic circumstances permitting. DISCIPLINE LABOUR REGULATION INFRINGEMENTS: This refers to all actions or omissions involving breaches of discipline or work regulations. These are classified as minor, serious or very serious. They are classified in Article 57 of the State Collective Bargaining Agreement for university education and research centres and also under the current legislation.

7 LEAVE PAID LEAVE: Leave should be requested through the director or manager of the service or department and should be supported by the appropriate documents. The specific circumstances in relation to paid leave are reflected in the current version of Agreement XII, pertaining to education and research centres (Title III, Chapter I, Articles 39 to 45). Particular to ESADE: Marriage: 16 days leave, including the day of the wedding Birth of a grandchild: Up to 3 days for the birth of a grandchild, extendable to 5 days if the employee has to travel more than 200 kilometres UNPAID LEAVE: Unpaid leave may be requested by ESADE employees to attend to personal matters: Discretionary leave: 15 days maximum. Requests should be submitted to the Personnel Area with 15 days notice. Absence from work during working hours: This should be agreed upon with the director or manager of the service or department. Specific authorisation is required.

8 ILLNESS OR ACCIDENT ILLNESS: Social Security medical certificates should be presented within a maximum of three days of being issued. Certificates of capacity for work should be presented within a maximum of 24 hours of being issued. Confirmations of temporary illness and/or incapacity for the current month should be submitted before the 20th of each month. Absence from work which does not lead to temporary illness and/or incapacity for work should be justified with the appropriate documents (from doctor, etc.). ACCIDENT: Social Security medical certificates should be presented the same day they are issued. Certificates of capacity for work should be presented within a maximum of 24 hours of being issued. Doctor s visits: Doctor s appointment should be justified with documents issued by a mutual insurance company, Social Security doctor or private doctor, as appropriate. Sick pay: Employees will be paid 100% of their salary during correctly documented periods of sick leave.

9 OTHER SOCIAL BENEFITS PENSION PLAN: All employees who have a minimum of 2 years service can join the pension plan. LONG-TERM SERVICE BONUS: Employees with 25 years service at ESADE, and who have not received the payment formerly known as the retirement bonus, are eligible for this bonus. FREE TRAINING: Available for all ESADE employees (see training policy for more information). REDUCED MATRICULATION FEES FOR FAMILY MEMBERS: There is a 25% discount on matriculation fees for the spouse and children of faculty members in all educational activities at ESADE. The children of ESADE employees are eligible for free enrolment in university degrees, provided they meet the admission requirements. LIFE INSURANCE: All employees can take out life insurance coverage with the insurance company Catalana Occidente. ESADE will meet 50% of the cost of the annual premium (in the case of employees with a full-time contract). SANT CUGAT INSURANCE COVERAGE: The current insurance coverage has been increased for employees who are required to travel to Sant Cugat on work-related activities. DISCOUNT POLICY: ESADE employees can benefit from discounts on a range of products and services. Further information is available on the Intranet.