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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.

(5) 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

percentage.
Holidays - No change in holiday benefit.

Sick Leave at Half Pay - There is no impact on eligibility or entitlement.
Employees who go on sick leave at half pay for 28 consecutive calendar

days will have their VRWS agreement suspended and be returned to their
normal full-time work schedule and pay base.

Workers’ Compensation Benefits - There is no impact on eligibility for

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