of Goodyear, Arizona
Immediate Release: Dec. 2, 2008
Goodyear offers trial part-time and
shared-position options to current employees
GOODYEAR, ARIZ. (Dec. 2, 2008) – Preserving jobs and avoiding layoffs during these
difficult economic times is a challenge. The city of Goodyear is taking steps
to reduce its budget and shoulder the fiscal responsibilities of the current
Current full-time non-exempt employees (those who are
paid on an hourly basis) have the option of electing to participate in one of two
Special Part Time Employment Trial Program – Employee would change from Full Time 40-hour per week
status to a Special Part Time 20 hours per week.
Shared Positions Trial Program – Two Full-Time non-exempt (hourly) employees may share a
full-time position. Each employee would work 20 hours per week, with the combined
hours of both employees not to exceed a combined 80 hours total per pay period.
Some employees are not eligible to participate in the
trial programs. These include: public safety personnel (Police and Fire),
telecommunication operators, supervisors, exempt employees, employees in other
positions per manager’s review.
Employees can choose to voluntarily reduce their hours
or share a position with another employee, while still retaining their current
health insurance coverage. Vacation and sick leave would be available on a
prorated basis. Other employee benefits such as tuition reimbursement for
classes in which they are currently enrolled, merit/market compensation increase
eligibility, and retirement contributions may still be available on a modified
Salaries of employees who opt for either of these
trial programs will remain the same as if the employees continued working in
the same positions they currently hold. There would be no trial employment
period. The salary of an employee who applies to share a position with someone
who is paid at a lower or higher salary range than the position he or she
currently holds would be adjusted according to the current guideline in the
city’s Personnel Policy Manual. Trial periods would also be based on the
Personnel Policy Manual.
To obtain permission to be a participant in this
program, employees must first discuss the idea with their supervisors. The
employee should be prepared to identify how changing to the trial program could
be made most effectively, and to identify any impact to existing levels of
service. Decisions will be based on the needs of the department and are subject
to the discretion of department heads and the City Manager.
All requests to participate in the trial program must
be reviewed and approved by the Department Director, the Deputy City Manager
and the City Manager.
Employees may apply to return to full-time status
when an opening occurs. Department directors can also reassign employees who
switch to either of the trial programs back to full-time employment status if
adequate work exists and budget dollars are available.
Both programs are being introduced on a trial basis and
will be available through June 30, 2009.