Distribution of Workload. Teaching assignments, supervision duties, preparation time and the allocation of students shall be distributed on a fair and equitable basis among the teaching staff of a school.
Distribution of Workload. The Employer agrees to make every effort to insure that the workload is evenly distributed amongst its Employees.
Distribution of Workload a) The full-time workload of Members holding the rank of Assistant Professor, Associate Professor, and Professor shall include teaching, research, and service in proportions as governed by and varied in accordance with this Agreement. The proportions will normally be forty percent (40%) teaching, forty percent (40%) research, and twenty percent (20%) service. No Member can be assigned specific research or external professional activities.
b) For Members at the rank of Lecturer, the emphasis shall be on teaching and service. The proportion will normally be eighty percent (80%) percent teaching and twenty percent (20%) service.
Distribution of Workload. The Employer and the Union acknowledge that workload can fluctuate and should be reviewed on an ongoing basis with the goal of equitable and reasonable distribution of workload. The Employer acknowledges the important role that the Union plays on behalf of its membership in participating in that ongoing review. The Employer and Employees undertake to utilize a variety of methods in an ongoing effort to effectively manage workload demands. These methods may include, but will not be limited to the following:
1. Assign cases based on equitable distribution of workload, service demands, operational needs of the Employer and Clients, including continuity of service, the individual skill level and experience of the worker, current workload and anticipated workload fluctuations.
2. Participate in regularly scheduled and ongoing supervision.
3. When possible, afford employees vacating positions reasonable opportunity to complete any documentation requirements prior to their last day of work.
4. Review the distribution and volume of workload within each service team.
5. The Employer will provide performance feedback through regular supervision, and identify developmental objectives through the annual performance evaluation process. Employees will identify any performance-related barriers to their supervisor and mutually engage in planning to address these.
6. Vacancies will be filled as quickly as possible.
7. Supervisors shall be responsible for ensuring that there is coverage for required tasks during worker absences.
8. Scheduling of time to complete documentation. In order to meet service needs and legislative requirements, employees shall make every reasonable effort to keep their case related documentation up to date at all times within the time frames specified within the CFSA, regulations, organizational expectations and Ministry standards. The Supervisor shall provide an opportunity for the worker to complete case documentation in those cases where the demands and the requirements of other aspects of the employee's job would impede the employee's ability to complete the case documentation in a timely manner as prescribed. Said opportunity shall not create prolonged or unreasonable workload increases for co-workers.
Distribution of Workload. It is the intention of the parties that workloads will be distributed equitably among the employees in the same job classification within a department or operating unit in consideration of patient care and operational needs. In the event an employee is not treated fairly the issue will be brought to the Hospital's attention or a grievance may be submitted. The County and the Union agree that quality patient care and an appropriate working environment are important considerations and the County and the Union agree to discuss the Union's concerns regarding staffing levels and changes in working conditions. The County shall provide the Union with copies of studies, internal reviews and/or metrics used to establish or modify staffing levels. If a job title or operating unit consistently is scheduled and works below appropriate staffing levels, the staffing concerns shall be an appropriate subject for labor-management meetings.
Distribution of Workload. The Employer shall strive to ensure that each employee has a patient care assignment sufficient to meet his or her FTE status. In the event that the VNASC does not have enough patients to be able to accomplish this, then new patient assignments shall be distributed amongst employees according to seniority until each employee has reached their FTE status. Likewise, additional patient assignments that would result in overtime will be offered to employees on a seniority basis. The parties recognize that continuity of care and geographic location of patients are also factors in patient assignments and may sometimes affect the ability to make patient assignments on a seniority basis. Productivity related concerns with employees will initially be dealt with by informal counseling and if necessary followed by written corrective action to improve and correct the deficiency and give the employee the opportunity to improve their performance. If the deficient performance issue continues, progressive corrective action shall follow the requirements of just cause. If an employee feels it necessary to understand their inefficiency, they may request a Performance Improvement Plan (PIP) and management will provide them one. At the Labor Management Committee meetings the parties may discuss productivity.
