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employee believes his or her work can be reorganized or reassigned so that

his or her participation in the VRWS program will not unduly interfere with

the agency’s program operations.
(5) The designee of the agency head shall review the appeal and make a

determination within ten working days of receipt. The determination shall
be sent to the employee and a copy shall be sent to the President of CSEA.

The determination shall be based on the record, except that the agency
head’s designee may hold a meeting with the employee and/or the

employee’s supervisors if the designee believes additional information or
discussion is required to make a determination. If the employee believes

that there are special circumstances that make a meeting appropriate, the
employee may describe these circumstances in addition to providing the

information specified in paragraph 3 above, and request that a review
meeting be held. The agency head’s designee shall consider such request in

determining whether or not to hold a review meeting.
(6) The determination of the agency head’s designee shall not be subject

to further appeal.
b. Facility-Wide or Agency-Wide Practices

When CSEA alleges that an agency or a facility, or a sub-division thereof,
has established a practice of routinely denying employee applications to

participate, this matter shall be an appropriate subject for discussion in a
labor/management committee at the appropriate level. Such

labor/management discussions shall be held in accordance with relevant
provisions of the applicable negotiated agreement.

13. Exceptions

The restrictions and limitations contained in these Program Guidelines
may be waived by the Governor’s Office of Employee Relations whenever
that Office determines that strict adherence to the guidelines would be

detrimental to the sound and orderly administration of State government.

Appendix A Voluntary Reduction in Work Schedule

Effect on Benefits and Status:
Annual Leave - Prorate accruals based on the employee’s VRWS

percentage.
Personal Leave - Prorate accruals based on the employee’s VRWS

percentage.
Sick Leave at Full Pay - Prorate accruals based on the employee’s VRWS

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