University of California, San Diego

May 3, 1993
SUBJECT: Time Reduction Incentive Plan
The University's special voluntary Time Reduction Incentive Plan
(TRIP) is being extended through June 30, 1994 to enable career
employees to help the University respond to the 1993-94 State
budget shortfall by temporarily reducing their percentage of
appointment and salary. Note: The Medical Center will not be
participating in TRIP.
Under TRIP, employees not currently participating in TRIP may
request departmental approval of a reduction in their current
percentage of appointment, subject to operational needs, for the
period of July 1, 1993 - June 30, 1994; and current TRIP
participants may extend their TRIPs through June 30, 1994.
Special incentives are provided to TRIP participants. Attached
is a copy of the plan description and a schedule of the bonus
leave that TRIP participants earn. Supplies of the TRIP-93
Election Forms will be sent to departments during the next week.
It is important to note as the attached plan description states,
that TRIP participants will be exempt from the 5% pay cut as long
as they are on TRIP. As an added incentive, employees on TRIP
will receive the equivalent percentage Capital Accumulation
Provision (CAP) allocation if they are members of the University
of California Retirement Plan.
To the extent possible within the context of departmental
missions, operational needs, service requirements, and 1993-94
budget, employees are encouraged to consider TRIP participation,
and departments and units should approve employee requests for
TRIP wherever feasible. The attached plan description indicates
that departments are given sufficient latitude to negotiate work
schedules with employees on an individual basis to ensure that
functional objectives are met. It is important that departmental
priorities be evaluated and workloads be adjusted appropriately
for TRIP participants.
Coupled with other budget reduction measures planned for 1993-94,
sufficient TRIP participation may generate enough savings to
reduce the need for involuntary reductions in time and layoffs.
TRIP details will be reviewed and handouts with answers to
frequently asked questions pertaining to TRIP will be distributed
at the upcoming Quarterly Personnel Briefings. The dates of the
briefings and their respective locations are:
Kearny Annex (Lunch Room) - Wednesday, May 12, 1993, 12noon
Medical Center (Auditorium) Thursday, May 13, 1993, 12noon
TPC-North (Plaza Conf Rm) - Friday, May 14, 1993, 12noon
SIO (Hubbs Hall) - Monday, May 17, 1993, 12noon
Campus (Price Ctr Theatre) - Wednesday, May 19, 1993, 8:00 a.m.
Campus (Conf Rm 111-A) - Wednesday, May 19, 1993, 12noon
Questions regarding TRIP should be directed to your Personnel
Quelda M. Wilson
To provide a way for employees to help the University
respond to the budget deficit by volunteering to reduce
their percentage of appointment and salary.
New TRIP participants voluntarily reduce their time (i.e.,
percentage of appointment) during fiscal year 1993-94 for 12
months. TRIP-92 participants may request to extend their
TRIP commitment through June 30, 1994 and thereby receive
additional prorated bonus leave.
TRIP-93 participants and TRIP-92 participants who extend
their TRIP commitment will be exempt from the temporary 5%
pay cut in 1993-94 and will receive the equivalent
percentage CAP allocation if they are members of UCRP.
TRIP-92 participants who do not extend their TRIP commitment
will be subject to the temporary 5% pay cut at the
conclusion of their 12- or 18-month TRIP as well as receive
the equivalent percentage CAP allocation if they are members
of UCRP. (This provision will apply to exclusively
represented employees if agreed to by the exclusive
The minimum TRIP-93 time reduction percentage is 10% and the
maximum is 45%. The percentage of appointment cannot be
reduced below 50% to participate in TRIP-93.
Work schedules are at the convenience of the department and
approved by the department head, but employees may request
preferred schedules. For example, a person who reduces time
to an 80% appointment might take one day off per week or
work 6.4 hours a day.
Full or part-time regular status (career/non-probationary)
employees in all personnel programs and represented
employees as authorized by the various labor agreements.
Participation is subject to approval by the University
(i.e., local review) based on operational considerations.
As an incentive to participate in TRIP-93 and to remain
through the duration of their commitment, employees will be
granted a bonus leave upon the completion of their TRIP-93
commitment. The depiction of the 12-month TRIP bonus for
full-time employees is attached.
The 12-month bonus leave provides an amount of leave which
is the equivalent of what the employee would have accrued as
vacation without the reduction in time--plus extra days of
leave, that is, a minimum of 2 and maximum of 5.25 extra
days of leave for a 12-month TRIP, depending on the vacation
accrual rate.
A part-time employee who reduces his/her time by a
percentage of full-time indicated above will receive the
same amount of TRIP bonus leave as a full-time employee who
reduces his/her time by the same percentage of time. For
example, an employee who reduces from 80% to 60% has made a
20% reduction (and not a 25%) reduction) and will receive 56
hours of TRIP bonus for a 12-month TRIP.
TRIP-92 participants who extend their TRIP participation
will be granted additional TRIP-93 bonus leave based upon
the months of participation in TRIP-93. The illustration of
the prorated bonus leaves is also attached.
All TRIP-93 participants (new participants and TRIP-92 who
extend) will be exempt from the announced 5% salary cut in
1993-94, and those who are members of UCRP will receive the
announced 5% CAP credit.
TRIP-92 participants who do not elect the TRIP-93 extension
will be subject to the announced 5% salary cut at the
conclusion of their current TRIP and, if members of UCRP,
receive the CAP credit.
UCRP service credit will remain at 100% so long as time is
not reduced below 75%.
Health benefits (medical, dental, optical) will not be
affected as long as the employee has an eligible appointment
of at least 50% time and maintains an average regular paid
time of at least 20 hours per week. (There are effects on
other benefits and employee paid insurance which will be
described in detail on the election form.)
For most employees, the actual impact on take-home pay is
cushioned by the corresponding reduction in the amount
withheld for taxes.
At the end of TRIP-93, employees return to the percentage of
appointment held prior to TRIP or may request to continue,
with department approval, at reduced time (without
incentives). The right to return to the prior percentage of
time will apply unless the employee is laid off according to
appropriate policy or bargaining agreement provisions.
New participants in TRIP request participation in TRIP-93 in
writing to their supervisors during the sign-up period
between now and June 30 and commit to a time reduction for
12 months. All enrollments must be completed and entered
into the campus payroll prior to the July processing. The
reduced time schedule begins July 1.
TRIP-92 participants request an extension for participation
in TRIP-93 in writing at any time before the campus-
established deadline for July payroll processing and commit
to a time reduction through June 30, 1994 at the same
percentage reduction as their TRIP-92 commitment or at a
different percentage reduction.
Campus procedures for TRIP-93 include review of departmental
TRIP plans by Personnel to ensure consistent application
across the campus. Arrangements for exempt employees must
be reviewed to ensure that salary basis is preserved (i.e.,
that exempt employees are not accounting for their time on
an hourly basis.)
Records are kept on TRIP-93 participation to verify savings.
Reduction in time is effected via the Personnel Action Form
Personnel Payroll System support will be provided for the
administration of TRIP-93 and for crediting the TRIP bonus
leave. On July 1, 1994, the bonus leave will be credited to
a bonus leave bank and will not be subject to any existing
caps on accruals of compensatory time off or vacation
required in policy or bargaining agreements.
Unused TRIP bonus leave is paid off upon separation;
however, the TRIP bonus does not accrue and is not available
for use or to be paid off upon separation until credited at
the end of the individual's TRIP-93. If an employee
separates before the end of their TRIP, no bonus is
TRIP-93 BONUS LEAVE (in hours)
By Percent Reduction in Time and Length of TRIP Commitment
10% 15% 20% 25% 30% 35% 40% 45%
12-Month 40.00 48.00 56.00 64.00 72.00 80.00 88.00 96.00
TRIP Extensions
11-Month 36.75 44.00 51.50 58.75 66.00 73.50 80.75 88.00
10-Month 33.50 40.00 46.75 53.50 60.00 66.75 73.50 80.00
9-Month 30.00 36.00 42.00 48.00 54.00 60.00 66.00 72.00
8-Month 26.75 32.00 37.50 42.75 48.00 53.50 58.75 64.00
7-Month 23.50 28.00 32.75 37.50 42.00 46.75 51.50 56.00
6-Month 20.00 24.00 28.00 32.00 36.00 40.00 44.00 48.00
5-Month 16.75 20.00 23.50 26.75 30.00 33.50 36.75 40.00
4-Month 13.50 16.00 18.75 21.50 24.00 26.75 29.50 32.00
3-Month 10.00 12.00 14.00 16.00 18.00 20.00 22.00 24.00
2-Month 6.75 8.00 9.50 10.75 12.00 13.50 14.75 16.00
1-Month 3.50 4.00 4.75 5.50 6.00 6.75 7.50 8.00