WORKING SHORT. Understanding that the issue of “workload” is contained in the collective agreement Labour Management Clause, the Employer agrees to discuss the topic of “working short” at labour management meetings during the currency of this agreement. Either party may bring such information or data as it wishes to the meeting. In the event that the Home assigns a number of residents or a workload to an individual employee or group of employees, such that she/they have cause to believe that she or they are being asked to perform more than is consistent with proper care they may raise the matter in labour management meetings.
WORKING SHORT. In the event that an individual employee or a group of employees have a workload concern, the matter will be addresses as follows:
WORKING SHORT. 35.01 The Employer agrees to discuss the topic of “working short” at labour management meetings during the currency of this agreement. Either party may bring such information or data as it wishes to the meeting. In the event that the Home assigns a number of residents or a workload to an individual employee or group of employees, such that she/they have cause to believe that she or they are being asked to perform more than is consistent with proper care they may raise the matter in labour/management meetings. Dated this day of , 2009 Aide (Housekeeping, Laundry and Dietary Aides) Start After Probation 1 Year 2 Year 15.36 16.65 17.03 17.32 15.78 17.11 17.50 17.80 16.19 17.55 17.96 18.26 16.48 17.87 18.28 18.59 Activation Start 16.42 16.87 17.31 17.62 After Probation 17.12 17.59 18.05 18.37 1 Year 17.23 17.70 18.16 18.49 2 Year 17.54 18.02 18.49 18.82 Nurse Aide Start 16.26 16.71 17.14 17.45 After Probation 16.73 17.19 17.64 17.96 1 Year 17.08 17.55 18.01 18.33 2 Year 17.39 17.87 18.33 18.66 HCA/PCW Start 16.43 16.88 17.32 17.63 After Probation 16.92 17.39 17.84 18.16 1 Year 17.25 17.72 18.18 18.51 2 Year 17.57 18.05 18.52 18.85 Chef Start 17.65 18.14 18.86 19.20 After Probation 18.12 18.62 19.35 19.70 1 Year 18.45 18.96 19.70 20.05 2 Year 18.78 19.30 20.05 20.41 Xxxx Start 15.50 15.93 16.34 16.63 After Probation 16.79 17.25 17.70 18.02 1 Year 17.15 17.62 18.08 18.41 2 Year 17.45 17.93 18.40 18.73 RPN Start 19.38 20.26 21.14 21.82 After Probation 19.79 20.68 21.57 22.26 1 Year 20.22 21.13 22.03 22.73 2 Year 20.59 21.51 22.42 23.12 Maintenance 1 Start 16.51 16.96 17.40 17.71 After Probation 17.79 18.28 18.76 19.10 1 Year 18.17 18.67 19.16 19.50 2 Year 18.45 18.96 19.45 19.80 Maintenance 2 Start 15.36 15.78 16.19 16.48 After Probation 16.65 17.11 17.55 17.87 1 Year 17.03 17.50 17.96 18.28 2 Year 17.32 17.80 18.26 18.59 Student Start - - -
WORKING SHORT. A premium of one dollar and fifty cents ($1.50) per hour will be paid to employees who work short. Working short is defined as the increased workload that occurs when an employee who shares work with other employees does not report for work when scheduled and is not replaced. Employees will be compensated for the total numbers of hours worked short on their shift, up to a maximum of seven and one half (7.5) hours. This Article affects employees working in Faith Manor Nursing, Xxxxx Xxxxx Nursing, Towers Nursing, Faith Manor Dietary, and Xxxxx Xxxxx Dietary only.
WORKING SHORT. In the most recent round of negotiations, the parties had discussions regarding the “working short” issue in the long term care sector. It was generally recognized by the parties that “working short” is characterized by an area of the nursing home that is working with fewer than the originally scheduled number of employees. Both parties understand the problems “working short” creates, whether it is operational or the additional work load it can demand from staff. All parties agree to work cooperatively towards ways to address the problem. All discussions and solutions must be conducted in good faith and on a without prejudice basis. The parties feel that “working short” must be dealt with at both the provincial level of additional funding, and also at the local home level. It is agreed the parties at each home may consider solutions which may help to deal with the problem. Some of these ideas are listed below, but are not at all considered fully comprehensive, and other ideas may be considered:
1. Review the staffing complement (FT, PT and Casual staff mix).
2. Consider alternative scheduling procedures.
3. Review the collective agreement in a good faith attempt to see if there are barriers creating the “working short” issue. If there are any changes to the collective agreement agreed to by the local workplace committee they must be approved by the local and national union and the Employer corporate representatives.
4. Full disclosure on any policies which may create working short.
5. Review of reasons for short notice absences.
6. Review of call-in and replacement procedures being used at the Home.
7. Review of policies / practices for approving time off and schedule changes.
8. Develop job routines or protocols to use when working short.
9. Communicate with all employees, including supervisory staff, on the proper procedures when there is a working short situation. This letter is agreed to solely for the purpose of proactively attempting to deal with the “working short” problem. Therefore, the parties are agreed that it does not bind either party and is therefore not a grievable article of the collective agreement.
WORKING SHORT. The Employer will provide a prioritized talk list to enable employees to know how to reschedule their duties when working short. “Working short” occurs when a regularly scheduled shift is not filled, either because the employee failed to report as scheduled and was not replaced, or because the shift was left unfilled on the schedule.
WORKING SHORT. 35.01 The Employer agrees to discuss the topic of “working short” at labour management meetings during the currency of this agreement. Either party may bring such information or data as it wishes to the meeting. In the event that the Home assigns a number of residents or a workload to an individual employee or group of employees, such that she/they have cause to believe that she or they are being asked to perform more than is consistent with proper care they may raise the matter in labour/management meetings. Dated this day of ,2019. Aide Start 15.47 15.78 16.10 After Probation 16.10 16.42 16.75 (Housekeeping, Laundry) 1 Year 16.46 16.79 17.13 2 Year 16.79 17.13 17.47 Activation Start 15.98 16.30 16.63 After Probation 16.60 16.93 17.27 1 Year 16.94 17.28 17.63 2 Year 17.33 17.68 18.03 HCA/PCW Start 15.85 16.17 16.49 After Probation 16.44 16.77 17.11 1 Year 16.78 17.12 17.46 2 Year 17.18 17.52 17.87 Unregulated Care Provider Start 18.03 18.39 18.76 After Probation 18.62 18.99 19.37 1 Year 18.96 19.34 19.73 2 Year 19.35 19.74 20.13 RPN Start 20.30 20.71 21.12 After Probation 20.85 21.27 21.70 1 Year 21.30 21.73 22.16 2 Year 21.78 22.22 22.66 3 Year 22.36 22.81 23.27
WORKING SHORT. Where the absence of one or more employees may create a significant increase in the workload for other employees, the employer will make every effort to resolve the matter by: The supervisor shall discuss duty priorities with the affected employee(s) and shall provide written direction on priority duties to be performed;
a) Re-assign work;
b) Utilizing casual employees in accordance with the collective agreement;
c) Extending hours or approving overtime; If a supervisor is unavailable the employee will prioritize their duties and communicate in writing with the employer what their priorities are. Under no circumstances will the prioritizing of duties or the reassignment of work result in a significant increase in workload for other employees. An employee who believes their workload is unsafe or excessive shall discuss the problem with their immediate supervisor. If the problem is not resolved in this discussion the employee may seek a remedy by means of the grievance procedure.
WORKING SHORT. The Employer agrees to discuss the topic of “working short” at labour management meetings during the currency of this agreement. Either party may bring such information or data as it wishes to the meeting. In the event that the Centre assigns a number of clients or a workload to an individual employee or group of employees, such that they have cause to believe that they are being asked to perform more than is consistent with proper care they may raise the matter in labour/management meetings. It is agreed that these matters should first be raised and discussed with the supervisor assigned to the area in an attempt to resolve the matter. Failing resolution the parties may add the matter to the agenda for a labour/management meeting with sufficient information on the matter that it may be properly addressed by both parties at said meeting. Signed at Kitchener, Ontario this day of , 2015. FOR THE EMPLOYER FOR THE UNION
WORKING SHORT. The Employer agrees to discuss the topic of “working short” at labour management meetings during the currency of this agreement. Either party may bring up such information or data as it wishes to the meeting. In the event that the Home assigns a number of residents or a workload to an individual employee or group of employees, such that she/they have cause to believe that she or they are being asked to perform more than is consistent with proper care they may raise the matter in labour/management meetings. Note: not to be included in the collective agreement – The Employer understands it is the Union’s intention to file any workload concerns under this protocol on a standardized form of the Unions own design.
