Workload Distribution. When an employee is absent for any reason and a replacement cannot be obtained, it is the intention of the Hospital to distribute their workload equitably among the employees in the work unit so that no undue hardship shall fall on any individual. It is further the intention of the Hospital to distribute workloads equitably among employees in both single work units and departments, and to maintain a large enough call-in list (including casual employees) so that a normal rate of absenteeism shall not impose an undue burden of extra work upon regular employees. Grievances over distribution of workload shall take precedence over all other grievances, except discharges, so as to be settled expeditiously.
Workload Distribution. The allocation of work for teaching and research academic staff will be in the ratio of:
Workload Distribution. It is the intention of the Employer to distribute workloads equitably among employees in both single work units and departments where possible, and to the extent practicable to maintain an on-call list sufficient in size to deal with expected employee absenteeism. Claimed violations of this Section may not be subject to the Grievance and Arbitration provisions of this Agreement but may be referred to the Challenge Resolution Team for discussion.
Workload Distribution. When an employee is absent and a replacement cannot be obtained, the Employer will distribute the workload equitably among qualified employees so that hardship on any individual employee is minimized.
Workload Distribution. The Association and the Administration recognize the variability of workload distribution, including Teaching Hours (TH), Research Hours (RH), and Service Hours (SH), among colleges, departments, and individuals. Department workload guidelines are best ad- dressed first at the department level. Department workload guidelines must include a statement of normally expected activities and expectations for promotion and tenure.
Workload Distribution. Management will assure that workloads will be equitably assigned consistent with the district numerical average caseload within each aid category and between districts. Management will adjust an employee's workload to maintain an equitable workload relative to the workload of employees assigned to a specific aid category. Such workload adjustments will occur when workloads are:
1. Specialized within a single aid category;
2. Combinations of aid categories;
3. Combinations of granted, intake and screening functions within a single aid category. When the Union asserts there is a significant variation in the equitable distribution of workload within a specified aid category, the Union shall provide written notice to District Management of such assertion. District Management shall within five (5) days of receipt of the notice, meet with the Union to investigate the assertion, and correct the variation if found to exist. Corrective action, if indicated, shall include a written notice to the Union of the steps implemented and/or proposed to alleviate inequitable workload distribution. When the Union asserts there is a significant variation in the equitable distribution of workload within service offices, locations, or programs, the assertion shall be referred to the workload committee for resolution consistent with the availability of resources and Board of Supervisors policy regarding service levels. Workload standards for non-English speaking caseloads shall be considered as a specialization within category and shall be adjusted.
Workload Distribution. 454 It is the intent of the Employer to distribute the workload equitably among employees in both single work units and departments with due regard for employee safety. 455 When an employee is absent for any reason and if a replacement cannot be obtained in time, it is the intent of the Employer to distribute the workload equitably among the employees in the work unit so that no undue hardship may be placed on an individual worker. 456 Section 3 – Provider Profiles 457 458 459 460 461
Workload Distribution. The Regional Center will make every effort to distribute workload equitably so that no employee has a significantly higher workload than any other employee who performs similar duties and functions. Staffing and workload distribution shall be subject to discussion between the Union and the Regional Center at either the Management Union Meeting or at a Workload Committee meeting. In addition, an employee may request a meeting with his/her manager to discuss his/her workload balance and the distribution of work between that employee and another employee who performs similar duties and functions. The manager will attempt to schedule the meeting to occur within ten (10) working days from the employee’s request. The purpose of the meeting will be to allow the employee to explain his/her concerns regarding the employee’s caseload and/or workload distribution and have the manager provide input regarding those concerns.
Workload Distribution. 2901 It is the intent of the Employer to distribute the workload equitably among employees in both single work units and departments with due regard for patient care and employee safety. 2902 When an employee is absent for any reason and if a replacement cannot be obtained in time to perform the work of the absent employee, it is the intent of the Employer to distribute the workload equitably among the employees in the work unit so that no undue hardship may be placed on patients’ care or an individual worker.
Workload Distribution. The Adult Parole Authority agrees to make every effort to ensure equity in and promote manageability of workload distribution. To that end, the parties agree ongoing discussions shall occur during professional committee meetings to address problems or issues deriving from workload distribution. Should the parties fail to reach resolution on a workload distribution during the professional committee meetings, then the affected parole officer or senior parole officer may pursue the issue as a grievance under article 33, “Service Delivery” of the collective bargaining agreement. The Division of Parole and Community Services, will continue to provide cell phones to those parole officers who supervise offenders or those whose job duties require them to be out of the office setting the majority of their work time or as deemed necessary by DP&CS. For those parole officers who have occasional or less frequent contacts in the community, cell phones will be available for their use on an as needed basis. DP&CS and the Union agree to meet and confer through the APA/APC regarding the screening criteria used to award senior officer positions. Furthermore, should any changes in the criteria occur during the life of the contract, the Union shall be notified and given thirty (30) days to comment on such changes.
