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.

Assessment of Employee Workload. The supervisor shall ensure that a caseload review will occur each formal supervision session. Additionally, and 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 relevant Director of Service will be held within 5 working days of the request unless another date is mutually agreed upon by all parties. 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 Chief Executive Officer and the Union. If the issues cannot be resolved, the Supervisor shall involve the Chief Executive Officer and the Chief Unit Xxxxxxx to explore alternatives towards resolution(s) and provide a written response within 7 working days. Where a more global response is required, the workload issues will be reviewed by Senior Management 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 the Joint Workload Committee as identified below.

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.

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.

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. Any action or behavior which reflects discredit upon the City or is a direct hindrance to the effective performance of the City's municipal governmental and proprietary functions may be considered good cause for disciplinary action against an employee and such actions or behavior which may be considered good cause for disciplinary action shall include, but not be limited to the following: A. Habitual use of intoxicating beverages to excess or the use of narcotics. B. Being adjudged guilty of a felony or a misdemeanor involving moral turpitude or disgraceful conduct. C. Taking intoxicating beverages, or being intoxicated, while on duty. D. Engaging in improper political activity as defined in Article IXA, Section 8, of the Charter of the City of Lincoln, Nebraska. E. Offensive conduct or language toward the public or toward City officers or employees. F. Lacking either mental or physical competence to perform assigned duties. G. Damaging or being negligent in the care and handling of City property. H. Violating any lawful and reasonable regulations or directives made or given by a superior. I. Inducing or attempting to induce any officer or employee in the City service to commit an illegal act or to act in violation of any lawful and reasonable departmental or official regulation or order, or participating therein. J. Using or attempting to use personal or political influence or bribery to secure an advantage in an examination or promotion, leave of absence, transfer, change of grade, pay or character of work. K. Failing to pay just debts due or owing or failing to make reasonable provisions for future payment of such debts, thereby causing annoyance to officials of the City, or embarrassment to the City. L. Any unauthorized absence of an employee from duty shall be deemed to be an absence without pay and may be made grounds for disciplinary action by the Department Head. In the absence of such disciplinary action, any employee who absents himself for three or more continuous days without authorized leave shall be deemed to have resigned. Such absence may be covered, however, by the Department Head by a subsequent grant of leave with or without pay where extenuating circumstances are found to have existed. M. Repeated violations of State laws or City ordinances relating to the operation of a motor vehicle or a bus. N. The employee has failed to maintain a satisfactory attendance record whereby a pattern of excessive sick leave and unexcused leaves of absence has been established. O. Intentionally falsifying and/or theft of official records and/or statement/property. Section 2. The Director of Public Works/Utilities may suspend or discharge any employee for cause or suspend any employee for investigation of any accident, incident, or other occurrence after having orally informed such employee, and then confirmed in writing, the reason(s) for such suspension or discharge, the duration of the suspension, and/or the effective date of the discharge. Except as otherwise provided in Section 3 below, any employee who has been so suspended or discharged shall have the right to have his case taken up in accordance with the procedures hereinafter provided in Article 8. If it is found during Steps 1 or 2 of the grievance procedure that there was not cause for the suspension or discharge, such employee shall be reinstated and paid for all time lost through such suspension or discharge at his regular straight time hourly rate of pay, or paid such other amount as may appear to be just. Any suspension or discharge arising from the provisions of Article 31 need not be done in writing. Section 3. If an employee is charged with an offense involving the mishandling of fares or the misappropriation of City funds or property, intentional falsification or theft of official records or statements, immorality or drunkenness, neither such charge nor the discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless the grievance or demand for arbitration in such cases be accompanied by a document signed by the employee involved authorizing the City to disclose any and all facts and information pertaining to the case and releasing the City from any and all liability therefor. Section 4. When an employee is notified to come to the office to explain the reason or reasons for any complaint, incident or accident, the employee shall make himself available with representation, if so desired, within forty-eight (48) hours (Saturday, Sunday, holidays, days off excluded). The record of complaint and employee explanation will be made a part of the personnel record only after such meeting. Section 5. In considering disciplinary action, Management will take into account the twelve calendar months prior to the month in which the incident occurred in the employee's record. Section 6. Written reprimands and rebuttals or explanations thereof shall be removed from an employee's personnel file, including such files within a Department, one (1) year after the filing. All reprimands and rebuttals or explanations will be forwarded to the Personnel Department for inclusion into the employee's permanent record. Section 7. No discussion or investigation of anything involving possible disciplinary action shall be over the system radio. Telephone investigations will be for information purposes only and at the option of the employee; however, if the employee is called, the employee will be paid for the actual time spent on the telephone. Section 8. The Union shall receive a written notice of all pre-disciplinary hearings or meetings to be held. This notice shall be provided to the Union at least twenty-four
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 1.1 Your effective date of employment will be 11/07/2023.
Scope of Employment (a) During the Employment, Executive will serve as President and Chief Executive Officer of the Company. In that connection, Executive will (i) devote his full-time attention and energies to the business of the Company and will diligently and to the best of his ability perform all duties incident to his employment hereunder; (ii) use his best efforts to promote the interests and goodwill of the Company; and (iii) perform such other duties commensurate with his office as the Board of Directors of the Company may from time-to-time assign to him. (b) Section 2(a) shall not be construed as preventing Executive from (i) serving on corporate, civic or charitable boards or committees, or (ii) making investments in other businesses or enterprises; provided that in no event shall any such service, business activity or investment require the provision of substantial services by Executive to the operations or the affairs of such businesses or enterprises such that the provision thereof would interfere in any respect with the performance of Executive's duties hereunder; and subject to Section 6.
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 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.

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