New Work Model Guiding Principles. 1. To develop a new model for scheduling that addresses the business needs of running a store with the right amount of hours, is cost effective, is simple to implement and administer, creates an opportunity for increased hours to assist employees in achieving a living wage, that is fair, and provides personal flexibility for employees.
2. Considers the ability for employees to be scheduled across more than one department – to maximize hours, be more efficient, and to provide better service.
3. Provides a method in which hours of work are scheduled by seniority while ensuring incumbents’ hours of work (in their pre-ratification classification) are not reduced as a result of more senior employees gaining more hours.
4. Provides the opportunity for team members to maximize their hours of work by daily maximization.
5. Provides flexibility for the Employer to manage the hours distribution at the bottom of the schedule to ensure sufficient employees are retained.
6. Within the first twelve (12) months of employment employees will maximize their hours of work by scheduling the longest shifts by seniority where possible, while also providing the Employer the flexibility to manage the hours distribution at the bottom of the schedule to ensure sufficient employees are retained and to ensure minimal schedule changes are made after the schedule is posted.
7. Confirm the need to keep some departments or classifications separate due to specific operational requirements.
8. Further to point 6, in the event the Employer introduces a new department or concept in consultation with the Union, the Employer may require the new classification or department to remain as a separate classification/department. One example shared at the bargaining table was the introduction of a Restaurant. Any seniority rights, rate of pay issues, or other related matters shall be reviewed and resolved by the parties.
9. Develop and implement a Joint Scheduling Review Committee to ensure timely resolution of issues that may arise.
10. The parties recognize the importance of ensuring the smooth operation of the store, including providing services required by customers. In accordance with discussions during bargaining 2018 the parties agree employees may be assigned but not scheduled to perform work outside their classification or department. These employees shall not have their hourly rate of pay reduced while performing this work. Any issues arising from this clause will be referred to the Growing...
New Work Model Guiding Principles. 1. To develop a new model for scheduling that addresses the business needs of running a store with the right amount of hours, is cost effective, is simple to implement and administer, creates an opportunity for increased hours to assist employees in achieving a living wage, that is fair, and provides personal flexibility for employees.
2. Considers the ability for employees to be scheduled across more than one department – to maximize hours, be more efficient, and to provide better service.
3. Provides a method in which hours of work are scheduled by seniority while ensuring incumbents’ hours of work (in their pre-ratification classification) are not reduced as a result of more senior employees gaining more hours.
4. Provides the opportunity for team members to maximize their hours of work by daily maximization.
5. Provides flexibility for the Employer to manage the hours distribution at the bottom of the schedule to ensure sufficient employees are retained.
6. Confirm the need to keep some departments or classifications separate due to specific operational requirements.
7. Further to point 6, in the event the Employer introduces a new department or concept in consultation with the Union under the New Department language, the Employer may require the new classification or department to remain as a separate classification/department. One example shared at the bargaining table was the introduction of a Restaurant.
8. Develop and implement a Joint Scheduling Review Committee to ensure timely resolution of issues that may arise.
New Work Model Guiding Principles. 1. To develop a new model for scheduling that addresses the business needs of running a store with the right amount of hours, is cost effective, is simple to implement and administer, creates an opportunity for increased hours to assist employees in achieving a living wage, that is fair, and provides personal flexibility for employees.
2. Considers the ability for employees to be scheduled across more than one department – to maximize hours, be more efficient, and to provide better service.
3. Provides a method in which hours of work are scheduled by seniority while ensuring incumbents’ hours of work (in their pre-ratification classification) are not reduced as a result of more senior employees gaining more hours.
4. Provides the opportunity for employees to maximize their hours of work by scheduling the longest shifts by seniority where possible, while also providing the Employer the flexibility to manage the hours distribution at the bottom of the schedule to ensure sufficient employees are retained and to ensure minimal schedule changes are made after the schedule is posted.
5. Confirm the need to keep some departments or classifications separate due to specific operational requirements.
6. Further to point 6, in the event the Employer introduces a new department or concept in consultation with the Union under the New Department language, the Employer may require the new classification or department to remain as a separate classification/department.
7. Develop and implement a Joint Scheduling Review Committee to ensure timely resolution of issues that may arise.
