Workload Concerns. The Parties agree that employees should be provided with a reasonable workload. Employees with workload concerns are encouraged to bring these concerns to their supervisor or union in order that the concerns can be addressed.
Workload Concerns. Upon request of the Association, an Appointing Authority shall meet and confer within thirty (30) calendar days of the request to discuss concerns that employees are unable to perform their job duties because of increased workloads.
Workload Concerns. The Parties agree that employees should be provided with a reasonable workload. Employees with workload concerns are encouraged to bring these concerns to their supervisor or union in order that the concerns can be addressed. The parties recognize calendar changes are an area of concern for local support staff unions. For future calendar amendments during the term of the collective agreement the Parties agree to review and compile best practices on existing modified calendars. The Parties recommend that where boards of education are considering making calendar changes that may have an impact on the income of support staff employees, the support staff union will have the opportunity to provide input prior to the decision being made. Dated this 7th day of June, 2014. The undersigned bargaining representatives agree to recommend this letter of understanding to their respective principals.
Workload Concerns. Where an Employee has concerns with respect to assigned workload, the Employee shall first seek to resolve the concerns informally through conversation(s) with the Employee’s immediate supervisor. Where this does not resolve the concerns, the Employee may seek resolution through the structured process outlined below.
Workload Concerns. The parties agree to discuss issues of concern that arise out of an employee’s workload through the Labour-Management Committee.
Workload Concerns. The Occupational Health and Safety Committee shall have as part of its mandate the jurisdiction to receive complaints or concerns regarding workload problems which are safety- related, the right to investigate such complaints, the right to define the problem and the right to make recommendations for a solution. Where the committee determines that a safety- related workload problem exists, it shall recommend solutions to the Employer. Within twenty-one (21) days thereafter, the Employer shall advise the committee what steps it has taken or proposes to take to rectify the safety-related workload problem identified by the committee.
Workload Concerns. (a) Employees who have concerns regarding their workload may file a grievance, provided that the grievance may not be appealed beyond Step Three (Corporate Human Resources) of the grievance procedure. The parties shall use the grievance procedure to gain an understanding of the employee’s concern or complaint and work with the employee to correct the problem.
Workload Concerns. In the event that an individual employee or a group of employees have a workload concern the matter will be addressed as follows: Using established lines of communication, the Employee(s) may seek immediate assistance from an individual(s) identified by the employer who has responsibility for timely resolutions of workload issues using current resources (casuals and overtime if approved per Article 24 Workload). As soon as possible after the workload issue occurs, the employee(s) will complete and submit the Workload Report (Addendum A) and submit to the immediate supervisor in order to discuss the concern and develop strategies to meet job routine needs. Failing resolution the workload concern(s) may be submitted via the Workload Report (Addendum A) to the Labour/Management Committee and addressed at the next scheduled Labour/Management meeting. The Labour/Management committee may choose to make recommendations, in writing to the GM of the facility who will provide a written response.
Workload Concerns. The parties agree to discuss issues of concern that arise out of an employee’s workload through the Labour-Management Committee. When newly funded client services that create or affect bargaining unit positions are being implemented, management will inform the Union before implementation to discuss wages, hours of work and other responsibilities of the program. Consistent with the requirements of local Day Care Centers and the City of Kingston, all Resource Consultants and the Services Coordinator will undergo an annual criminal reference check, the cost of which will be paid for by the Employer. In the event any of these are deemed ineligible to continue in their current capacity as a result of a criminal reference check, they will maintain their rights within the bargaining unit, in accordance with the provisions of the Agreement.
Workload Concerns. 51.3.1 In the first instance all reasonable efforts should be taken between the staff member and their supervisor to resolve any concerns about workload.
51.3.2 If following efforts between a staff member and their supervisor to resolve concerns regarding workload, a staff member remains concerned about workload, the staff member may seek advice and assistance from the Human Resources Department in accordance with the Workload Allocation Guidelines for Professional Staff and Supervisors.
51.3.3 In exceptional circumstances, it may be appropriate for the Union to raise concerns about workloads in a specific area, directly with the Human Resources Department.
