Joint Workload Committee. The Employer and the Union recognize that the workload of employees is of mutual concern. The Employer and the Union recognizes the responsibility of the Employer to provide services in accordance with the Child and Family Services Act, the Mental Health Act, other legislation and government standards. The Employer is committed to maintaining a workplace that supports the capacity of its employees to deliver its mandate. An important part of that commitment is the need to see that workloads of the employees allow them an opportunity to meet the Agency and the government standards of service delivery that the mandate requires. Workloads will therefore, to the extent possible within a context of the mandate of the Employer, client safety, available resources and services, be balanced and fair. To facilitate the above, the parties agree to the establishment of a Joint Workload Committee (JWC). The JWC will be comprised of four (4) representatives (or their alternates) from Management (including the Director of Child Welfare) and four (4) representatives from the Union (including the National Representative). The JWC shall meet monthly (commencing on the 3rd Thursday of the month in the month following ratification) and meetings will be held on the 3rd Thursday of each month thereafter until the JWC Report is completed and the Executive Director’s formal response is received. These meetings will not be cancelled unless by mutual agreement. The JWC shall be co-chaired by an Employer and Union Representative and employee members of the JWC will receive their regular rate of pay for time spent in JWC meetings during their regular working hours. The JWC will be provided with such information as is necessary for it to meet its mandate and this information will only be used for the purpose thereof. Before information that is not public information is disclosed, the employer may require that a confidentiality agreement satisfactory to it be signed by the members of the JWC. The mandate of the JWC will be:
Joint Workload Committee shall be constituted for the period of this Agreement to develop and recommend workload policy and to recommend resolutions to workload issue appeals. The committee shall consist of three Faculty representatives, each from a different curriculum area and three Institute representatives appointed by the President, as set out in Article 13.08.
Joint Workload Committee. The standing joint workload committee will conduct a continuous review of course workload and cost of instruction to ensure appropriate categorization of courses across instructional divisions while more clearly defining the workload categories. This work shall be conducted within the context of regulations of the State of Kansas and the Kansas State Board of Regents that pertain to community colleges. An equal number of faculty and administrative representatives from multiple disciplines will serve on the committee. All three branches of faculty are represented on the committee: teaching faculty, counselors, and librarians. The committee will report findings and recommendations to the Learning Quality Committee. Recommendations requiring changes to workload categories may be forwarded to The President’s Cabinet.
Joint Workload Committee a) The purpose of the Joint Workload Committee is to make recommendations to the senior leadership team on ways and means to provide solutions to workload issues for bargaining unit employees. Factors to be considered may include but need not be limited to the following: funding; child welfare protection training; Ministry standards and guidelines; Agency standards, policies and procedures; legislative changes; trends identified through workload assessments; as well as those listed in 37.03(a) of the Collective Agreement
b) The Joint Workload Committee will be comprised of three (3) Union representatives appointed by the Union, one of whom will be the President of the Local or their designate, and three (3) management representatives appointed by the Employer, at least one of whom will be a member of the senior leadership team. Given that the key focus of the Joint Workload Committee is to effectively address issues related to workloads, the parties commit to appoint representatives with a working knowledge of workload issues. An Employer or Union representative shall chair the Committee on an alternating basis.
c) The Joint Workload Committee may also consider a review of systemic workload issues referred to it by the Labour Management Committee. In this circumstance, the Joint Workload Committee will be able to review workload issues with any agency staff it deems appropriate to acquire sufficient knowledge of the issue in order to make recommendations.
d) The Joint Workload Committee will meet on a quarterly basis at a minimum or as otherwise agreed upon by the parties.
e) Time spent in attendance at Joint Workload Committee meetings or attending to the work of the Joint Workload Committee as assigned by both Co-Chairs will be considered as time worked, up to a maximum of 3 hours per Joint Workload Committee meeting held.
f) The Joint Workload Committee will have ongoing access to caseload statistics through the Agency’s intranet.
g) The Joint Workload Committee will be provided with compensatory time statistics related to all bargaining unit employees prior to each quarterly meeting.
h) Minutes of the Joint Workload Committee’s meetings will be posted on the Agency’s intranet.
i) The Joint Workload Committee will forward issues to the senior leadership team where resolution of the issue is beyond the scope of the Committee. Such referral may be with or without recommendations.
j) The Executive Director will provide a formal response to the Joint Worklo...
Joint Workload Committee. 6.04.01 The Employer and the Union recognize and are committed to reviewing and resolving any workload issues that are presented to the committee for review. A joint employee/employer committee shall be established in order to review workload issues. Such committee shall be made up of not more than three (3) members of each of the Parties.
a) An employee who has a workload dispute shall first raise it as a complaint with their Supervisor. Failing resolution by the Supervisor, the employee may refer the dispute to the Workload Committee.
b) The Committee shall develop and update from time to time, processes and/or tools to measure the workload of individual employees. All workload complaints will be investigated by the joint committee in a timely manner and the committee shall make recommendations to the Employer on the outcome of the investigation and its suggested remedy of the workload dispute. The committee’s investigation, recommendations and action to alleviate identified workload issues, shall be concluded no later than ninety (90) days following receipt of the complaint.
c) The decision of the Joint Workload Committee shall be forwarded to the employee within ninety (90) days of the receipt of the complaint by the Joint Workload Committee. Upon receipt of the decision or the expiry of the ninety (90) day period, the employee may file a grievance in accordance with Article 8 of the Collective Agreement.
Joint Workload Committee. In recognition of the fact that workload is a serious concern of both the Agency and the Union and because there are a number of factors that will continue to impact on the overall workload of the organization, the Agency and the Union agree to maintain a Joint Workload Committee.
1. The Employer will conduct workload reviews on a quarterly basis and will provide the results of these reviews to the Union through the Joint Workload Committee. (i.e. average caseload size in the previous quarter)
2. The Joint Workload Committee will be comprised of two Union members including the Chief Union Xxxxxxx for the Agency and one other member. The Employer will also provide two members in the Chief Executive Officer and the Manager of Quality Assurance. In addition the employer and the Union may each bring one other non-voting member to the table that can bring either expertise, experience or relevance to the discussion. The Joint Workload Committee will meet every fiscal quarter.
3. Where an Employee and Supervisor are unable to develop an agreeable plan under Article 25.04 (b) (i), the Joint Workload Committee shall meet with the Employee and Supervisor to establish a plan.
4. The Joint Workload Committee will review the impact of factors (e.g., Funding Formula, Child Welfare Protection Training, Society standards, policies and procedures, legislative changes, Child & Family Intervention funding, municipal funding and etc.) on workload and bring forward issues and recommendations to Senior Management. Either party may initiate the meeting date. The Senior Management Team will make a sincere commitment to review and implement the recommendations of the Joint Workload Committee. Should the recommendations made to the Senior Management Team not be implemented, the Chief Executive Officer will refer the matter(s) back to the Joint Workload Committee with a rationale for the decision within one (1) calendar month.
Joint Workload Committee. The Employer and the Union recognize their shared commitment for the delivery of quality service to Ontario’s Workers,
Joint Workload Committee. The parties agree to form a Joint Workload Committee which shall have equal representation from each party of no more than six (6) members. The Committee may meet on a monthly basis but at a minimum shall meet quarterly.
Joint Workload Committee. The parties hereby agree to the establishment and maintenance of a Workload Committee.
Joint Workload Committee. (1) The Committee’s work shall include, but not be limited to the following:
(a) To address workers’ overtime issues including but not limited to criteria for monetary compensation.
(b) To continue to evaluate the procedure for addressing individual workload issues.
(c) To evaluate the procedure for securing protected documentation time within teams.
(d) To assess issues related to staff morale.
(e) To develop and evaluate strategies for the smooth integration of new staff.
(f) To monitor the Employer’s implementation of caseload benchmarks or recommendations by the Ministry of Child & Youth Services.
(2) The Workload Committee will be comprised of three (3) representatives appointed by the Union and three (3) representatives from Management. Given the key focus of the Workload Committee is to effectively address issues related to caseloads and/or workloads, the parties commit to appoint representatives with a working knowledge of caseload/workload issues. A Management or Union representative shall chair the meeting on an alternating basis.
(3) The Workload Committee may meet on a monthly basis but at a minimum shall meet on a quarterly basis. Union members of the committee shall be entitled to reasonable preparation time prior to each meeting of the committee. Such preparation time is to be provided at the expense of the Employer and to be considered as time worked.
(4) The Workload Committee shall have ongoing access to all caseload statistics. When an employee, Manager or the Workload Committee triggers a workload assessment, the committee shall be notified and given a copy of the written responses and steps taken to resolve the issue.
