Common use of Temporary Positions to Accommodate Workload Hours Clause in Contracts

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. 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, and 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 Employer will either: (1) post a permanent regular position; (2) end the term position; (3) extend the temporary term beyond six (6) months, provided the union 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 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. The Employer has the ability to post a maximum of one (1) two temporary regular position positions 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 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 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 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 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 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 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 of 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, and 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 Employer will either: (1a) post a permanent regular position; (2b) end the term position; (3c) extend the temporary term beyond six (6) months, provided the union 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.