Assessment of Employee Workload Sample Clauses

Assessment of Employee Workload. In the event an employee’s case load exceeds the upper limit of the case load range (as specified above), or where an employee identifies that his or her workload is becoming unmanageable and requests a workload assessment, a workload assessment will be initiated by the Team Leader within seven (7) calendar days. The parties will document that a workload assessment has occurred. A Work Load Assessment will include: 1. Identifying and initiating the necessary steps to minimize the likelihood that the individual worker’s caseload numbers will exceed the caseload ranges specified above. 2. Identifying and initiating the necessary steps to minimize the likelihood that the individual worker’s workload will become unreasonable. 3. Identify a step-by-step plan to complete the assessment process and the outcome to resolve the workload issue which may include, but is not limited to: a. Redirecting cases b. Protecting recording time c. Additional training to support skill development d. Development of a workload management plan e. Addressing factors found in Part 1 (2e) f. Other remedies, as appropriate If during the workload assessment, issues with respect to the management of the employee’s caseload are raised and can not be resolved to the employee’s and/or Team Leader’s satisfaction, the Team Leader will involve the applicable Senior Service Manager to explore alternatives toward the resolution of the identified issues, The Senior Service Manager will provide a written response to the employee within ten (10) working days of the meeting. Failing resolution of the issues identified under Part I, the Union shall have the right to refer the matter to the Labour Management Committee.
Sample 1Sample 2
AutoNDA by SimpleDocs
Assessment of Employee Workload. In an effort to address individual workload issues, an employee may request a workload review by the immediate Supervisor in accordance with this Letter. To distinguish between this review and the more informal discussions with a Supervisor, the request for a workload review must be in writing outlining specific issues. A meeting with the Supervisor, employee and Union representative will be held within three (3) working days of the request. The purpose of the meeting is to develop a plan to address workload issues including proposed solutions. The plan may involve action by either or both parties. The resolution(s) will also include appropriate time frames agreed upon by both parties. Any resolution(s) will be in writing and signed by all parties with a copy to the appropriate Services Director (or designate). If the issues cannot be resolved, the Supervisor shall involve the appropriate Services Director (or designate) to explore alternatives towards resolution(s) and provide a written response within seven (7) working days. Where a more global response is required, the workload issues will be reviewed by the relevant Senior Managers and solutions implemented as deemed appropriate. It is understood and agreed that this process should be carried out within the stated time limits and that the request for a workload review by an employee will not be considered a negative factor in performance evaluation. Failing resolution of the issues identified under Part I, the Union shall have the right to refer the matter to arbitration in accordance with the terms of the Collective Agreement (Article 10.02, Step 3).
Sample 1
Assessment of Employee Workload. In an effort to address individual workload issues, an Employee may request a workload review by the immediate Supervisor in accordance with this Article. To distinguish between this review and the more informal discussions with a Supervisor, the request for a workload review must be in writing outlining specific issues. A meeting with the Supervisor, Employee and Union representative will be held within three (3) working days of the request. The purpose of the meeting is to develop a plan to address workload issues including proposed solutions. The plan may involve action by either or both parties. The resolution(s) will also include appropriate time frames agreed upon by both parties. Any resolution(s) will be in writing and signed by all parties with a copy to the appropriate Department Director (or designate). If the issues cannot be resolved, the Supervisor shall involve the appropriate Services Director (or designate) to explore alternatives towards resolution(s) and provide a written response within seven (7) working days. Where a more global response is required, the workload issues will be reviewed by the relevant Senior Managers and solutions implemented as deemed appropriate. It is understood and agreed that this process should be carried out within the stated time limits and that the request for a workload review by an Employee will not be considered a negative factor in performance evaluation. Failing resolution of the issues identified under Part I, the Union shall have the right to refer the matter to arbitration in accordance with the terms of the Collective Agreement (Article 10.02, Step 2). The arbitrator will have jurisdiction to determine whether or not, following a Workload Assessment, the Employee’s workload has been equitably and reasonably distributed.
Sample 1
Assessment of Employee Workload. The supervisor shall ensure that a caseload review will occur at each formal supervision meeting. An employee may request a workload review be conducted by their immediate Supervisor to address specific circumstances by making that request in writing outlining the issues of concern.
Sample 1

Related to Assessment of Employee Workload

  • Employee Workload ‌ The Employer shall ensure that an employee’s workload is not unsafe as a result of employee absence(s). Employees may refer safety related workload concerns to the Occupational Health and Safety Committee for investigation under Article 22.3 (Occupational Health and Safety Committee).

  • EMPLOYEE WORK YEAR 9.1 The work year shall be as follows:

  • Statement of Employment An employer shall, in the event of termination of employment, provide upon request to the employee who has been terminated a written statement specifying the period of employment and the classification or type of work performed by the employee.

  • DISCIPLINE OF EMPLOYEES Section 1: All charges preferred by the Employer against its employees for violation of its rules or other offenses must be preferred within five (5) days after any such alleged violation or offense has been made known to the official or officials of the Employer or their designees. If the charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the rules pertaining to the mishandling of fares or mis-appropriation of the Employer's funds or property shall not come within the scope of the foregoing provisions of this Section. Additionally, any discipline meted out in other than fare violations must be begun within five (5) days of notification to the employee. Section 2: If any employee is charged with an offense involving the mishandling of fares, drunkenness, possession or use of an illegal substance or the misappropriation of the Employer's funds or property, neither such charges nor discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless and until the grievance and/or demands for arbitration in such cases be accompanied by a signed authorization from the employee involved releasing the Employer and the Union to submit any and all information and facts pertaining to the case to whomever they may concern. Section 3: When the Employer disciplines an employee and/or places a written entry of the incident in the employee's file, the employee and Union involved shall be furnished a copy of the entry. An employee may examine and copy from his/her own employee file at any reasonable time. After thirty (30) months all materials pertaining to discipline in an employee's file will not be used for disciplinary purposes. Section 4: If, as a result of investigation or upon appeal, the discipline, suspension or dismissal of an employee is found to have been without just cause, his/her record of the alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the Employer in accordance with the amount s/he would have received had s/he not been held from service.

  • Employment of Employee (a) Except as provided in Sections 2(b), 2(c) and 2(d), nothing in this Agreement shall affect any right which Employee may otherwise have to terminate Employee's employment, nor shall anything in this Agreement affect any right which the Company may have to terminate Employee's employment at any time in any lawful manner. (b) In the event of a Potential Change in Control, to be entitled to receive the benefits provided by this Agreement, Employee will not voluntarily leave the employ of the Company, and will continue to perform Employee's regular duties and the services specified in the recitals of this Agreement until the Change in Control Date. Should Employee voluntarily terminate employment prior to the Change in Control Date, this Agreement shall lapse upon such termination and be of no further force or effect. (c) If Employee's employment terminates on or after the Change in Control Date, the Company will provide to Employee the payments and benefits as provided in Sections 3 and 4. (d) If Employee's employment is terminated by the Company prior to the Change in Control Date but on or after a Potential Change in Control Date, then the Company will provide to Employee the payments and benefits as provided in Sections 3 and 4 unless the Company reasonably demonstrates that Employee's termination of employment neither (i) was at the request of a third party who has taken steps reasonably calculated to effect a Change in Control nor (ii) arose in connection with or in anticipation of a Change in Control. Solely for purposes of determining the timing of payments and the provision of benefits in Sections 3 and 4 under the circumstances described in this Section 2(d), Employee's date of termination shall be deemed to be the Change in Control Date.

  • Commencement of Employment 2.1 The Employment will start on 1 June 2009 (the “Commencement Date”). The Employment will continue until termination in accordance with the provisions of this agreement. 2.2 The Executive warrants that he is not prevented from taking up the Employment or from performing his duties in accordance with the terms of this agreement by any obligation or duty owed to any other party, whether contractual or otherwise.

  • Scope of Employment (a) During the Term of Employment, the Executive shall be responsible for the performance of those duties consistent with the Executive’s position as General Counsel, in addition to such other duties as may from time to time be assigned to the Executive by the Company. The Executive shall report to the Chief Executive Officer of the Company and shall perform and discharge faithfully, diligently, and to the best of the Executive’s ability, the Executive’s duties and responsibilities hereunder. (b) The Executive agrees to devote the Executive’s full business time, best efforts, skill, knowledge, attention and energies to the advancement of the business and interests of the Company and to the performance of the Executive’s duties and responsibilities as an employee of the Company; provided that the Executive may (i) engage in charitable, educational, religious, civic and similar types of activities and (ii) serve on the board of directors of for-profit business enterprises, provided that in each case such service is approved by the Company’s Board of Directors (the “Board”) prior to commencement thereof in the Board’s sole discretion and only to the extent that such activities are not competitive with the business of the Company and do not individually or in the aggregate inhibit, interfere with, or prohibit the timely performance of the Executive’s duties hereunder, and do not create a potential business or fiduciary conflict. The Executive agrees to abide by the rules, regulations, instructions, personnel practices, and policies of the Company, as well as any applicable codes of ethics or business conduct, and any changes therein that may be adopted from time to time by the Company. (c) The Executive represents and warrants to the Company that the Executive is under no obligations or commitments, whether contractual or otherwise, that are inconsistent with the Executive’s obligations under this Agreement. In connection with the Executive’s employment hereunder, the Executive shall not use or disclose any trade secrets or other proprietary information or intellectual property in which the Executive or any other person or entity has any right, title or interest, and Executive’s employment with the Company will not infringe or violate the rights of any other person or entity. The Executive represents and warrants to the Company that the Executive has returned all property and confidential information belonging to any prior employer.

  • Release of Employment Claims Executive agrees, as a condition to receipt of the termination payments and benefits provided hereunder, that he will execute a release agreement, in a form satisfactory to the Company, releasing any and all claims arising out of Executive's employment (other than claims made pursuant to any indemnities provided under the articles or by-laws of the Company, under any directors or officers liability insurance policies maintained by the Company or enforcement of this Termination Agreement).

  • Compensation for Loss of Employee Tools (a) The Employer will replace all Employee tools lost or stolen in accordance with the Award.

  • Continuity of Employment This Option shall not be exercisable by the Grantee in any part unless at all times beginning with the date of grant and ending no more than three (3) months prior to the date of exercise, the Grantee has, except for military service leave, sick leave or other bona fide leave of absence (such as temporary employment by the United States Government) been in the continuous employ of the Company or a parent or subsidiary thereof, except that such period of three (3) months shall be one (1) year following any termination of the Grantee's employment by reason of his permanent and total disability.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!