WORK DUTIES AND SCHEDULES. 1. The work schedules of employees are not tied to a fixed number of hours per day or per week, nor are they tied to a fixed number of days per week. While the standard workweek is considered to be thirty-seven and a half (37.5) hours, it is understood that in the course of a year the number of hours worked by an employee and the days on which such work must be performed may vary to meet seasonal needs or specific demands of the position.
2. The parties recognize that salaried employees are professionals whose duties vary in content and schedule and sometimes require working more than the standard workweek. At the same time, the parties acknowledge that there may be occasions where an employee believes that he or she is working an excessive workload. In such cases, the employee may do the following:
a. The employee may request a meeting with her/his supervisor, which will normally take place within ten (10) days of the request, to discuss the nature of the employee’s work and the time required for the employee’s duties. The employee shall present to the supervisor her/his arguments as to why the workload is considered excessive, along with any documentation the employee may wish to present, such as time records.
b. In cases where the supervisor concurs that the employee is working an excessive workload, possible options to address such a situation include but are not limited to:
i. Processing a request for reclassification of the employee’s position in accordance with the Classification and Reclassification Article in cases where the duties and responsibilities of the position have changed;
ii. Elimination, reduction or modification of duties;
iii. Providing logistical assistance or adding additional personnel on either a temporary or permanent basis;
iv. Time off for the employee; and
v. Supervisor recommendation to the President for an increase in the base salary of the employee.
c. The supervisor will respond in writing to the employee, with notice to the Union, within ten (10) days of the meeting.
d. An employee who is dissatisfied with the decision of her/his supervisor may meet with the supervisor’s manager or xxxx to discuss the situation and to seek further relief. Should the matter not be resolved at this level, the employee may grieve excessive workload as provided for in Article 12 but said grievance cannot be advanced beyond Step 3 under any circumstance.
3. Each employee shall have a written position description, including a general statement ...
