Workload Issues. The Employer is committed to maintaining a workplace that demonstrates a sincere and continuing interest in the individual and collective wellbeing and recognizes the inherent worth and dignity of each employee. Recognizing that workflow can fluctuate and should be addressed, the parties agree to meet within 90 days of ratification to discuss these issues. If these issues continue to persist the parties will meet on a quarterly basis.
Workload Issues. The Parties recognize that workload issues may impact on client outcomes, staff satisfaction and risks to clients. They wish to develop a process that appropriately balances the needs of clients and the professional standards issues of employees and the organizational realities of the Porcupine Health Unit. Thus, for the term of this collective agreement, the following shall govern workload issues:
Workload Issues. The District will make reasonable efforts to maintain a balanced workload for its certificated staff when making placement decisions. Certificated staff will consult with their building principal or the Student Services Director if they have workload concerns. If the employee, principal, or Student Services Director are not in agreement on what intervention(s) if any are needed, then the employee may access the Workload Committee by calling the association president or the Superintendent. The committee will review options and make recommendations to the District for staff assistance with workload, such as redistribution, substitute/aide support, and workload compensation, within District Budgetary limitations.
Workload Issues a. The district will provide an IEP content and district procedures training two times per year. Attendance to one IEP content/procedure training per year will be mandatory for anyone who is responsible for writing IEPs.
b. The district recognizes the need for appropriate training to better serve all students. The building administrator/supervisor will allow employees the opportunity to attend a meeting facilitation training, which will include training to assist facilitators to work with difficult teams.
c. The building administrator/supervisor will allow employees the opportunity to attend a Special Education Law training at least one time per year.
d. Certificated staff new to special education in the district, will receive the IEP Online training within thirty (30) days of their start date.
e. In order to facilitate the educational assessment and to provide services to students with special needs, and to provide health/medical and legal safeguards for the students and employees, all information shall, to the extent possible, be made available within the receiving building prior to student placement for students being placed from outside the district.
Workload Issues. There may be new initiatives or changes to existing programs that may significantly affect employee workload. The related impacts may be brought to the Contract Maintenance Committee. Workload items introduced at Contract Maintenance shall be limited to those items that constitute a significant impact on workload. The committee will explore the issues brought to the committee – including problem identification, impact, and possible remedies. The parties recognize the option to file a demand to bargain if issues are not able to be satisfactorily addressed within Contract Maintenance.
Workload Issues. The Society and the Union are committed to maintaining a workplace that demonstrates a sincere and continuing interest in the individual and collective well-being of all staff and recognizes the inherent worth and dignity of every employee. The Society recognizes that the issue of workload has an impact on employee well- being and quality of service delivery and is of serious concern to the Bargaining Unit members. It is the responsibility of the Employer to manage the resources allocated to it by the Ministry of Children, Community and Social Services and establish and maintain an effective infrastructure to facilitate quality service delivery. The Society and the Union acknowledge that the assignment of work can fluctuate and workload should be reviewed on an ongoing basis with the goal of equitable and reasonable distribution of workload. The Employer acknowledges the important role that the Union plays on behalf of its membership in participating in that ongoing review. The Society undertakes to utilize a variety of methods in an ongoing effort to effectively manage workload demands. The methods may include but are not limited to the following:
1. Ensuring regular ongoing supervision, to include a discussion regarding workload.
2. Consideration of case assignment and the review of workload will be based on equitable distribution of workload, the needs of the Agency, individual skill level and experience, current workload and anticipated workload fluctuations. This may involve any or all of the following factors: • Number of cases before the court; • Amount of administrative duties for cases before the court; • Number of designated high risk cases; • Number of supervised access visits; • Amount of required driving time; • Team coverage; • Leave of absence, including vacation and prolonged illnesses; • Complexity of cases; • Committee work/field instruction expectations; • Introduction of new technology systems; • Linguistic skills; • Coaching and mentoring of new staff; • Number of workers on a team; • Xxxxxx’s attendance at training and other assignments. • Number of monthly home visits required.
3. Affording employees leaving the Agency reasonable opportunity to complete documentation requirements prior to their last day of work.
4. Filling vacancies of planned leaves/retirements/resignations as quickly as possible, dependent on the availability of qualified replacements.
5. Ensuring the completion of annual performance evaluations.
PART I – Assessmen...
Workload Issues a. A SPS handbook of administrative guidelines of OSPI approved administrative rules, regulations, and procedures will be maintained and modified as appropriate by the SPS, utilizing recommendations from the Special Education Service Taskforce. These guidelines will be updated yearly and provided to employees online.
b. The district will provide an IEP content and district procedures training two times per year. Attendance to one IEP content/procedure training per year will be mandatory for anyone who is responsible for writing IEPs.
c. The district recognizes the need for appropriate training to better serve all students. The building administrator/supervisor will allow employees the opportunity to attend a meeting facilitation training, which will include training to assist facilitators to work with difficult teams.
d. The building administrator/supervisor will allow employees the opportunity to attend a Special Education Law training at least one time per year.
e. Certificated staff new to special education in the district, will receive the IEP Online training within thirty (30) days of their start date.
f. All certificated staff will be required to take two (2) days of special education training designed in consultation with SEA during the 2013-14 and 2014-15 school years. Elementary teachers will be paid for this training using collaboration hours as outlined in Article IX, Section P. Secondary teachers will be paid for this training if attending beyond the contractual day.
g. In order to facilitate the educational assessment and programming of students with disabilities, and to provide health/medical and legal safeguards for the students and employees, the following information shall, to the extent possible, be made available within the receiving building prior to student placement for students being placed from outside the district. For students being transitioned from within the district, access to the student’s IEP online file will be given to the new team as soon as the student’s placement has been verified:
Workload Issues. The committee will explore the issues brought to the committee – including problem identification, impact, and possible remedies. The parties recognize the option to file a demand to bargain if issues are not able to be satisfactorily addressed within Contract Maintenance.
Workload Issues. If a work group or individual identifies a workloads issue relating to staff shortage, increased resident demands or for any other reason, a representative of the work group shall notify the Coordinator/Supervisor of that work unit before the completion of the shift, outlining the nature of the problem, the possible reasons for it and a suggested solution on an approved form. Where a work group or individual has identified a workloads issues, then they should identify any tasks they are safely able to not complete during the course of that shift and advise the Coordinator/Supervisor of these tasks. The Unit Coordinator/Supervisor or delegate shall notify the work unit representative or delegate within 24 hours of the following:
(i) whether there is agreement that the problem/s exist/s, and
(ii) the steps that will be taken to rectify the situation. If the work unit does not receive a response from the Unit Coordinator/Supervisor within 24 hours or the response does not satisfy the concerns of the work unit employees, then a dispute may be lodged by the staff member/s or their representative. Any dispute or grievance over workloads shall be resolved by utilising the process set out in clause 9 of this Agreement. Discussions in regard to resolution will include the following: • Clinical assessment of resident’s needs. • The demand of the environment, such as facility layout. • Statutory obligations including Work Health and Safety legislation. • The requirements of nurse regulatory legislation. • Reasonable workloads. • Financial and other operational issues.
Workload Issues. If a work group or individual identifies a workloads issue relating to staff shortage, increased resident demands or for any other reason, that individual or a representative of the work group shall notify the Supervisor of that work unit before the completion of the shift, outlining the nature of the problem, the possible reasons for it and a suggested solution on an approved form. Where a work group or individual has i dentified a workloads issues, t hen th ey should id entify an y tasks they are safely ab le to not complete during the course of that shift and advise the Supervisor of these tasks. The Supervisor or delegate shall notify the work unit representative within 24 hours of the following:
(i) whether there is agreement that the problem/s exist/s, and
(ii) the steps that will be taken to rectify the situation.
