Reasonable and Equitable Workloads. The Employer agrees that supervisors have a responsibility to proactively manage work and ensure that staff has reasonable and equitable workloads. On a periodic basis, and at least once a year, the primary supervisor will sit down with staff to review and adjust workloads as necessary. Employees may also request such a meeting at any time. Each staff person will be assigned one primary supervisor who will be responsible for ensuring that staff members have reasonable and equitable workloads. A designee will be assigned for times when a primary supervisor is unavailable and staff is given multiple urgent assignments. The primary supervisor or her designee will also be responsible for helping staff prioritize work and manage deadlines. At the workload review, the Employer shall determine whether the employee has a reasonable and equitable workload, using the factors identified in § 14.5(B)(2). If it is determined that the workload is not reasonable and equitable, the Employer shall, with the employee’s input, develop a workable plan to remedy the situation. The remediation plan may include but is not limited to hiring additional staff or temporary workers, re-assigning work, prioritizing work, or reducing the work load. Workload reviews are not evaluations and are not part of the disciplinary process. At their choice, employees may meet with the Project Director to obtain such a plan or to revise a plan.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
