By providing flexibility in scheduling, the University may be able to retain valued employees and maximize savings. In some instances, use of temporary help or a TAR employee may be the most cost-effective approach to staffing. The reduced appointment may be initiated by the department or by the staff member, but final approval is at the discretion of the department.
Some benefits are pro-rated, based on time worked.
The time off during the reduced appointment is considered an administrative leave without pay. Where individuals are covered by collective bargaining agreements, reference to the contract should be made. Staff members on reduced appointments may occasionally be asked to work on a TAR basis when extra help is needed within the department during the non-work period. If a staff member is scheduled to receive a pay adjustment during the non-work period, it would not be effective until the staff member returns to work. Both staff members would work together with the supervisor in developing work schedules and job duties.