Temporary Positions to Accommodate Workload Hours. Temporary Positions to Accommodate Workload Hours - The Employer has the ability to post a maximum of one (1) temporary regular position per shift in each of the care aide, LPN, housekeeping, laundry, cooks, dietary staff and maintenance in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy. Such positions are to be posted for a maximum term of six (6) months. At the end of the temporary term, the Employer will either:
(1) post a regular position;
(2) end the term position;
(3) extend the temporary term beyond six (6) months, provided the Union has been informed of their reason for the extension and agrees to the extension. It is understood that if workload decreases, these temporary positions can be deleted by the Employer giving seven (7) days written notice to the employee in the temporary position. At the end of the temporary term or following seven (7) days written notice from the Employer, the incumbent will return back to their previous position and status. An employee working in these temporary positions shall receive all rights and benefits that apply to their current status as an employee.
Temporary Positions to Accommodate Workload Hours. The Employer has the ability to post a maximum of one (1) temporary regular position in each of the xxxx, dietary aide, activity aide, care aide, LPN, and housekeeping/laundry departments in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy. Such positions are to be posted for a maximum term of six (6) months. At the end of the temporary term, the employer will either:
(1) post a permanent position;
(2) end the term position
(3) extend the temporary term beyond six (6) months, provided the union has been informed of their reason for the extension and agrees to the extension. It is understood that if workload decreases, these temporary positions can be deleted by the Employer giving seven (7) days written notice from the Employer, the incumbent will return back to their previous position and status. An employee working in these temporary positions shall receive all rights and benefits that apply to their current status as an employee.
Temporary Positions to Accommodate Workload Hours. Where an extraordinary workload develops, due to fluctuations in resident occupancy levels, and where it is not practicable to increase the hours of a part-time regular employee to meet the needs of the extraordinary workload, the Employer may post for a maximum of one (1) temporary position in each of the kitchen, nursing, laundry and housekeeping departments in order to meet the workload need. The terms and conditions governing these temporary positions are as follows:
(1) At the employee’s option, temporary hours may be added to increase the hours of work for a part-time regular employee;
(2) The temporary position must be posted in accordance with Article 6.13;
(3) The maximum term of the temporary position or assignment of temporary hours pursuant to (1) above, is four (4) months;
(4) A temporary position cannot be created within a department where a layoff has occurred for at least one-hundred-and- twenty (120) days following issuance of the layoff notice;
(5) The Employer shall complete and provide to the Union the “Temporary Position Notification” form no less than three (3) days prior to posting or terminating a temporary position;
(6) a temporary position may be deleted any time during the four
Temporary Positions to Accommodate Workload Hours. Temporary Positions to Accommodate Workload Hours - The Employer has the ability to post a maximum of one (1) temporary regular position per shift in each of the care aide, LPN, housekeeping, laundry, cooks, dietary staff and maintenance in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy.
Temporary Positions to Accommodate Workload Hours. Where an extraordinary workload develops, due to fluctuations in resident occupancy levels, and where it is not practicable to increase the hours of a part-time regular employee to meet the needs of the extraordinary workload, the Employer may post for a maximum of one (1) temporary position in each of the kitchen, nursing and housekeeping departments in order to meet the workload need. The terms and conditions governing these temporary positions are as follows:
i) at the employee’s option, temporary hours may be added to increase the hours of work for a part-time regular employee;
ii) the temporary position must be posted in accordance with Article 6.21;
iii) the maximum term of the temporary position or assignment of temporary hours pursuant to i) above, is four (4) months;
iv) a temporary position cannot be created within a department where a layoff has occurred for at least one hundred and twenty (120) days following issuance of the layoff notice;
v) the Employer shall complete and provide to the Union the “Temporary Position Notification” form no less than three (3) days prior to posting or terminating a temporary position;
vi) a temporary position may be deleted any time during the four (4) month period provided no less than seven (7) days written notice is given to the employee and the Union;
vii) when a temporary position ends, the employee shall return to their previous position and status; and
viii) employees working in a temporary position shall receive all rights and benefits applied to regular employees in accordance with the provisions of the Collective Agreement.
