Workload Review. 133. When a problem of excessive workload arises, it must be addressed to ensure the long-term viability of the unit, including quality of patient care and employee satisfaction.26
Workload Review. (i) An employee who believes a review of their workload is warranted shall meet to discuss the concern with their immediate supervisor and if the concern is deemed valid, to identify possible methods to resolve the concern.
Workload Review. A faculty member, who believes his/her workload to be excessive for any reason, including coordination and self-studies for accreditation, may request an administrative review by his/her xxxx or appropriate management supervisor. This review shall be completed within a reasonable period of time, and a written summary with recommendations shall be furnished to the faculty member, College, and the Faculty Association.
Workload Review. Originally Signed September 19, 2019 The parties agree that during the life of this agreement, the Labour Management Committee under Article 7 will review concerns from Component 3 members related to workload, will review other current and historical information related to shifts in workload, and may make advisory recommendations to the Union and/or the University. LETTER OF UNDERSTANDING #10
Workload Review. When an employee believes that their job description cannot be performed, due to changes in hours or duties, they will notify the VESP President. The VESP President will meet with the Superintendent or designee as soon as possible to review. A RTICLE VI - HOLIDAYS AND VACATIONS
Workload Review. Originally Signed September 19, 2019 The parties agree that during the life of this agreement, the Labour Management Committee under Article 6 will review concerns from Component 3 members related to workload, will review other current and historical information related to shifts in workload, and may make advisory recommendations to the Union and/or the University. LETTER OF UNDERSTANDING #5 Workload Review Specific to Students with Academic Accommodations (subset of XXX #4) Originally Signed Nov. 28, 2022 The parties recognize that there has been growth year-over-year in the number of students with academic accommodations. This growth has an impact on the workload of Sessional Lecturers, above and beyond the supports offered through the Centre for Accessible Learning (CAL), which varies based on the complexity and number of academic accommodations. The Parties are agreed to form a joint committee to:
Workload Review. If an Employee has concerns about ongoing excessive workload, or persistent additional hours beyond their scheduled shifts, they may request a workload review meeting with their Supervisor and a Union representative. This meeting will occur within seven (7) calendar days of the request, or if either the Employee or Supervisor is out of the office, as soon as practicable upon their return. The parties will review data related to the Employee’s workload and hours. If it is determined that the Employee’s workload or hours has been excessive on an ongoing basis, the parties will discuss possible actions for addressing the issue, including but not limited to temporary modifications in assigned tasks, additional staff support, providing additional resources to support the Employee’s work, or adjustments in workload. The Supervisor will document the issues presented and the outcomes of the meeting, within seven (7) calendar days of the meeting, and will provide a copy of that documentation to the Employee, Union representative, Departmental leadership, and the Human Resources Business Partner assigned to the area. After conclusion of the process defined in this paragraph, any disagreements arising under this paragraph may be reviewed, through Step 3 of the Grievance procedure outlined in Article XVI of this Agreement. No matter arising from this paragraph may be reviewed through Arbitration. In the event the workload concern cannot be resolved through the internal grievance process, the parties may enlist the assistance of a mediator to assist the parties in resolving the issue.
Workload Review. When an employee or a group of employees has reason to believe that his/her/their workload is inequitable or unfair, he/she/they shall be allowed to address the issue with his/her/their immediate supervisor. If the issue is not resolved, it may be appealed to the Superintendent for attempted resolution. If not resolved through the Superintendent, the issue may be appealed to the Board. Such workload issue may be processed by the individual or through the Council.
Workload Review. A staff member who believes that the workload assigned to them by their Head of School (or equivalent) is inconsistent with the guidelines above, for example, it is:
Workload Review a) Supervisors are responsible for the ongoing management of workloads and shall monitor the workload of staff members to ensure that the allocation of work is fair and reasonable.
