Common use of Employee Workload Clause in Contracts

Employee Workload. 39.01 The parties agree that heavy workload may affect the health and safety of employees and that resident care is enhanced if concerns relating to workload are resolved in a timely manner using a problem-solving approach. 39.02 It is acknowledged and agreed that in addressing such workload concerns, time is of the essence. 39.03 When there is a workload concern, the employee(s) shall first raise the concern with their immediate supervisor (Charge Nurse). If the concern is not resolved, then the Charge Nurse must raise it with their direct manager or designate as soon as possible. The manager should have a reasonable opportunity to address the concern. 39.04 In addressing workload concerns, the supervisor/manager shall attempt to resolve the concern through such means as the prioritization of work, the use of casual employee, and/or overtime. 39.05 If the concern still cannot be resolved, the employee should complete a Workload Review Form, sending it to their direct manager, local union representative and the Occupational Health & Safety Committee. The manager will again attempt to resolve the matter directly with the employee and provide the employee, the Union representative and the committee with the results. 39.06 If a workload concern remains unresolved, it shall be presented to the Occupational Health & Safety Committee. The Occupational Health & Safety Committee shall endeavor to provide unanimous workload recommendations to the Employer. 39.07 If the parties are still unable to resolve the identified workload concern(s), raised on the Workload Review Form, the concern(s) will be discussed at the Labour/Management Committee which will provide a resolution proposal or response to the concern within twenty (20) business days of it being referred to the Labour Management Committee. 39.08 For persistent concerns that remain unresolved, either the Labour or Management representatives may seek the assistance of a Mediator identified in Article 9.09, who may make recommendations to the Parties.

Employee Workload. 39.01 The parties agree that heavy workload may affect the health and safety of employees and that resident care is enhanced if concerns relating to workload are resolved in a timely manner using a problem-solving approach. 39.02 It is acknowledged and agreed that in addressing such workload concerns, time is of the essence. 39.03 When there is a workload concern, the employee(s) shall first raise the concern with their immediate supervisor (Charge Nurse). If the concern is not resolved, then the Charge Nurse must raise it with their direct manager or designate as soon as possible. The manager should have a reasonable opportunity to address the concern. 39.04 In addressing workload concerns, the supervisor/manager shall attempt to resolve the concern through such means as the prioritization of work, the use of casual employee, and/or overtime. 39.05 If the concern still cannot be resolved, the employee should complete a Workload Review Form, sending it to their direct manager, local union representative and the Occupational Health & Safety Committee. The manager will again attempt to resolve the matter directly with the employee and provide the employee, the Union representative and the committee with the results. 39.06 If a workload concern remains unresolved, it shall be presented to the Occupational Health & Safety Committee. The Occupational Health & Safety Committee shall endeavor to provide unanimous workload recommendations to the Employer. 39.07 If the parties are still unable to resolve the identified workload concern(s), raised on the Workload Review Form, the concern(s) will be discussed at the Labour/Management Committee which will provide a resolution proposal or response to the concern within twenty (20) business days of it being referred to the Labour Management Committee. 39.08 For persistent concerns that remain unresolved, either the Labour or Management representatives may seek the assistance of a Mediator identified in Article 9.09, who may make recommendations to the Parties.of

Employee Workload. 39.01 49.01 The parties Parties agree that heavy workload may affect the health and safety of employees and that resident care is enhanced if concerns relating to workload are resolved in a timely manner using a problem-solving approach. 39.02 49.02 It is acknowledged and agreed that in addressing such workload concerns, time is of the essence. 39.03 49.03 When there is a workload concern, the employee(s) shall first raise the concern with their immediate supervisor (Charge Nurse). If the concern is not resolved, then the Charge Nurse must raise it with their direct manager or designate as soon as possible. The manager should have a reasonable opportunity to address the concern. 39.04 49.04 In addressing workload concerns, the supervisor/manager shall attempt to resolve the concern through such means as the prioritization of work, the use of casual employeeemployees, and/or overtime. 39.05 49.05 If the concern still cannot be resolved, the employee should complete a Workload Review Form, sending it to their direct manager, local union representative and the Occupational Health & Safety Committee. The manager will again attempt to resolve the matter directly with the employee and provide the employee, the Union representative and the committee with the results. 39.06 49.06 If a workload concern remains unresolved, it shall be presented to the Occupational Health & Safety Committee. The Occupational Health & Safety Committee shall endeavor to provide unanimous workload recommendations to the Employer. 39.07 49.07 If the parties are still unable to resolve the identified workload concern(s), raised on the Workload Review Form, the concern(s) will be discussed at the Labour/Management Committee which will provide a resolution proposal or response to the concern within twenty (20) business days of it being referred to the Labour - Management Committee. 39.08 49.08 For persistent concerns that remain unresolved, either the Labour or Management representatives may seek the assistance of a Mediator identified in Article 9.098.07, who may make recommendations to the Parties.

Employee Workload. 39.01 48.01 The parties Parties agree that heavy workload may affect the health and safety of employees and that resident care is enhanced if concerns relating to workload are resolved in a timely manner using a problem-solving approach. 39.02 48.02 It is acknowledged and agreed that in addressing such workload concerns, time is of the essence. 39.03 48.03 When there is a workload concern, the employee(s) shall first raise the concern with their immediate supervisor (Charge Nurse). If the concern is not resolved, then the Charge Nurse must raise it with their direct manager or designate as soon as possible. The manager should have a reasonable opportunity to address the concern. 39.04 48.04 In addressing workload concerns, the supervisor/manager shall attempt to resolve the concern through such means as the prioritization of work, the use of casual employeeemployees, and/or overtime. 39.05 48.05 If the concern still cannot be resolved, the employee should complete a Workload Review Form, sending it to their direct manager, local union representative and the Occupational Health & Safety Committee. The manager will again attempt to resolve the matter directly with the employee and provide the employee, the Union representative and the committee with the results. 39.06 48.06 If a workload concern remains unresolved, it shall be presented to the Occupational Health & Safety Committee. The Occupational Health & Safety Committee shall endeavor to provide unanimous workload recommendations to the Employer. 39.07 48.07 If the parties are still unable to resolve the identified workload concern(s), raised on the Workload Review Form, the concern(s) will be discussed at the Labour/Management Committee which will provide a resolution proposal or response to the concern within twenty (20) business days of it being referred to the Labour - Management Committee. 39.08 48.08 For persistent concerns that remain unresolved, either the Labour or Management representatives may seek the assistance of a Mediator identified in Article 9.098.07, who may make recommendations to the Parties.