Workload Protection. In case of equipment hazard, failure, or replacement if the employee has reasonably notified the Employer of the situation, the employee will not be responsible for any resulting slowdown or the failure to complete regular or assigned tasks due to any delays in repair or replacement. There will be no increase in workload or decrease in compensation due to the enactment of this Agreement. There will be no unreasonable increase in the established workload. If an employee believes such an increase has occurred, and/or is assigned an additional task other than by the Employer, they should promptly and directly notify the Project Manager or Branch Manager. If the employee believes that the concern has not been adequately addressed, they shall submit their concern to the workload committee. If an employee is temporarily assigned an additional task, the Employer will instruct the employee on how to complete the work within their assigned schedule, which may include permissible temporary reductions in their regular job assignment. The employee will not be required to perform an amount of work that cannot be reasonably completed in the allotted time. The Employer will report any additional tasks that are permanently assigned to employees to the workload committee. Whenever possible, the Employer will report these changes before they take place. The workload committee will review the assignment and determine if, and what, steps need to be taken to ensure a reasonable workload. If an employee believes that a significant additional task has been assigned, the employee can request a review by the workload committee. The workload committee will also perform ongoing reviews of the change in assignment in order to ensure that a reasonable workload is maintained. A workload committee member will be present during inspections of the run and provide feedback to the Employer and the employee if they are not able to resolve the problem initially on the step one process of the workload form.
Workload Protection. During the training period of a new employee with a journeyman window cleaner, there will be a reasonable reduction of workload. In case of equipment hazard, failure, or replacement if the employee has reasonably notified the Employer of the situation, the employee shall not be responsible for any resulting slowdown or the failure to complete regular or assigned tasks due to any delays in repair or replacement. There shall be no unreasonable increase in the established workload. There shall be no increase in workload or decrease in compensation due to the enactment of this Agreement.
Workload Protection. If the Employer changes an employee’s job or run from the originally posted specs, and responsibilities or regular shifts and days off as described in the original job bid, the employee may refer the matter to the Labor Management Committee (LMC) within three (3) months of the change. A new run and posted specs may be referred to the LMC. The LMC will review the changes for compliance with the workload originally described in the job bid, and to determine if the run has been altered sufficiently to warrant a re-posting of the run. The LMC’s decision will be final and binding. If the LMC does not reach a consensus decision as to whether the run should be re-posted, the issue will be resolved by escalating the problem to the General Manager and a Union Representative not directly involved with the matters arising out of the LMC. If the General Manager and the Union Representative do not reach a consensus decision, a management representative not directly involved with the previous steps will make the final decision. In case of equipment hazard, failure, or replacement if the Employee has reasonably notified the Employer of the situation, the employee will not be responsible for any resulting slowdown or the failure to complete regular assigned tasks due to any delays in repair, replacement or delay in distribution of supplies. The employee must report any failed or damaged equipment to their supervisor immediately. Damaged, misused or neglected equipment can result in disciplinary action. The Employer will not permanently add any new areas of responsibility to an employee’s assignment that cannot be reasonably completed in the allotted amount of time without a corresponding reassessment of the employee’s previously established workload. (Taking into account the time needed for breaks, pre/post work meetings and travel time to employees’ assigned work area).
