Flexible Workplace. The parties acknowledge the Flexible Workplace Model provides a sustainable, and mutually beneficial work environment that supports the organization’s commitment to culture and engagement, where employees may work at home and/or work from a LSS office, as set out in a Flexible Workplace Agreement when criteria are met, and approval is obtained from the Employer. Any requests for approval for a Flexible Workplace Agreement shall not be unreasonably withheld. Working at home must not replace dependant (child or elder) care. Although an employee’s schedule may be modified to accommodate dependant needs if operationally feasible, the focus of the flexible workplace arrangement must be on job performance and meeting business needs. Employees may be required to work entirely from the LSS office should it be determined as necessary for operational requirements, as applicable. Approved flexible workplace arrangements are not permanent schedule changes. They can be revised or revoked by either party with 30 days’ notice. LSS may revise or revoke flexible workplace arrangements for department or organizational needs and/or performance concerns. LSS may, at its discretion, terminate upon less than 30 days’ notice, taking into account employee performance, existing space in the office, hazards to the employee or safety considerations. Eligible employees seeking a flexible workplace arrangement must comply with and be aware of the requirements. MEMORANDUM OF AGREEMENT #2 Service Improvement Training Fund A service improvement fund will be established to support specific types of employee training and professional development activities that enhance the delivery of services. Examples of appropriate activities include without limitation: Indigenous cultural competencies; mental health and crises management; working with persons with disabilities; effective communication; and conflict resolution. The amount allocated by the Employer to the fund each year will be in accordance with the following schedule: • Year 1 beginning April 1, 2023: $29,000 • Year 2 beginning April 1, 2024: $29,000 • Year 3 beginning April 1, 2025: $29,000 and in each subsequent fiscal year the amount would be subject to negotiation for training and/or repurposed elsewhere. Funds not allocated within the fiscal year will be carried over for one year only. An employee or group of employees may apply to the fund to cover the cost of activities that would enhance the delivery of services to clients. Su...
Flexible Workplace. To meet business requirements and develop a multi-skilled workforce the employer may direct an employee during their employment shift to perform any of the employee classifications. An employee who is required to work at a higher grade classification than their base classification shall be remunerated at the higher rate for the period they work at the higher classification.
Flexible Workplace. Priority Initiatives • Provide workplace flexibility for employees as needed and as possible to enable all employees to contribute to the post-pandemic recovery. • Cultivate a safe, inclusive environment of mutual respect. • Establish an Equity, Diversity, and Inclusion Taskforce. • Invest in training and development for faculty & staff to capitalize on opportunities during the recovery.
Flexible Workplace
