Workloads. The parties agree to the following provisions relating to faculty members' workload.
(a) The registration limits for all courses currently offered by the Employer in the academic, career and technology areas are 35 unless established by practice as lower, excepting multiple sections where the limit is the correct multiple of the number of sections involved.
(b) The registration limits for English are as follows:
(i) Writing and Composition Courses - 25 (ii) Writing Skills -17 (iii) Creative Writing - 22
Workloads. After a section undergoes a reduction, Management will prepare a plan demonstrating how the work will be restructured, reassigned or delayed. Additionally, new or revised work expectations, standards and adjusted timelines for work product will be developed. Before and after implementation of the plan, Management shall meet with impacted employees for input. Opportunities for follow-up, feedback and proposed adjustments in the reorganization plan will be provided to employees.
Workloads. The parties agree to the following provisions relating to faculty members' workload.
(a) The registration limits for all courses currently offered by the Employer in the academic, career and technology areas are 35 unless established by practice as lower, excepting:
(i) Swing shifts where the limit is the correct multiple of the number of sections involved.
(ii) Multiple sections where the limit is the correct multiple of the number of sections involved. Where the utilization level(s) for educational activity in the theatre(s) at Surrey and Xxxxxxx Campuses is/are below the previously established (1991-92) Surrey theatre educational activity utilization level, the Employer may require an instructor to teach in this mode.
(b) The registration limits for English are as follows:
(i) Writing and Composition Courses - 25 (ii) Writing Skills -17 (iii) Creative Writing - 22
Workloads. 23.1 The parties support the principle that employees should be able to achieve an appropriate balance between their work and personal lives.
23.2 An appropriate balance between an employee’s work and personal life:
(a) contributes toward healthy and productive workplaces;
(b) helps build a positive morale in the workplace; and
(c) assists in strengthening an individual’s social and family relationships.
23.3 DOH management, employees and employee representatives play a positive role in ensuring employee workloads are reasonable.
23.4 The parties recognise there may be unavoidable peak work periods where employees’ workloads increase; however, this should be the exception rather than the norm.
23.5 Subject to clause 48 (Additional Hours and Overtime) and clause 51.1(b) (Overtime), employees are to be properly compensated for additional hours worked, either through overtime payments, time off in lieu of overtime arrangements, or other flexible working arrangements.
23.6 Managers and employees should therefore ensure that employees’ workloads are reasonable.
23.7 Subject to clause 23.4, management will:
(a) ensure employees have sufficient and appropriate resources to undertake their jobs;
(b) ensure the tasks allocated to employees can reasonably be performed in the hours for which they are employed, including reasonable additional hours;
(c) monitor employee workloads, work patterns, priorities, staffing levels / classifications, use of work-life balance arrangements, and any other relevant indicators within the workplace;
(d) implement strategies to ensure workloads remain reasonable;
(e) monitor vacant positions and fill vacancies in a timely manner; and
(f) consult with employees and their nominated representatives over workload issues.
23.8 Employee/s may request in writing for management to review ongoing and sustained workload issues in the workplace. Where so requested, management will consider the workload factors and issues raised, consider their effect on the workplace, and if necessary, implement strategies to ensure reasonable workloads are maintained.
23.9 Management will respond in writing the employee/s concerned in a timely manner.
Workloads. Recognizing departmental budgetary constraints and needs, and that workloads may vary from department to department and from one time of year to another, the Employer/University Administration will not assign unreasonable or excessive workloads to bargaining unit members. An excessive balance of accrued compensatory time over an extended period may be an indication of an unreasonable workload. Excessive workload issues will be reviewed in a manner to be determined at the campus level.
Workloads. (a) The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating Work-Loads and fluctuating staffing are resolved in a timely and effective manner.
(b) Employees are encouraged to raise their concerns with the immediate supervisor. In the event that the workload concern is not resolved to the employee’s satisfaction, the employee, or group of employees, may submit their concerns in writing (with a copy to their immediate supervisor) to either the Joint Health and Safety Committee (as constituted under the collective agreement’s local appendix) or the Labour Management Committee (as constituted under Article 6.02) through their union representative.
Workloads. The parties support the principle that employees should be able to achieve an appropriate balance between their work and personal lives. An appropriate balance between an employee’s work and personal life:
Workloads. (a) An employee (or group of employees) who has concerns about the level of their workload may raise those concerns with their supervisor in the first instance for resolution.
(b) Where the process at subclause 30.0(a) does not resolve the employee’s concerns, the employee may raise their concerns with the senior manager of their work unit for resolution.
(c) Where the process at 30.0(b) does not resolve the employee’s concerns, the employee may refer the matter to the Director, Human Resources, for final resolution.
Workloads. When an employee believes his or her workload to be excessive, he or she may raise the matter with his or her immediate supervisor. If the employee is not satisfied with the response, the employee may raise the issue with the Employer’s designated Human Resources official and is then entitled to union representation.
Workloads. (a) The Board undertakes to maintain as a supplementary document to this Agreement a workload formula, which shall be used as a general guideline in determining custodial workloads, bearing in mind the uniqueness of various schools, classrooms, etc. The workload formula for schools shall be that document signed by Xx. X.X. Xxxxxx and its signed amendments, if any, that was agreed to between the Parties. The workload formula for sites will be the workload formula as amended by Appendix A. The supplementary document may be modified from time to time at the request of either Party, using a committee to consist of a member of the Board, or its nominee, and not more than two (2) representatives of the Union, and such resource persons as either Party may require, but, in any event, not more than two (2) additional persons at any one time for either of the Parties. The Board agrees to implement, where possible, the recommendations of the committee so that all custodial personnel will enjoy an equitable workload from school to school and from shift to shift. In the event that either Party refuses to accept a modification of the workload formula, it shall provide the other Party with written reasons and the Union shall have the right to make further representation to the Board. Persons shall be assigned to each school in accordance with the workload formula except that consideration shall be given to special circumstances which tend to deviate from the normal workload formula such as:
i) Excessive classroom furnishings;
ii) Excessive use of the school by outside organizations (including night school);
iii) Use of facilities and circumstances which tend to increase the workload (art, science, industrial education, etc.).
(b) It is recognized that the amount of work and the quality of that work may not be maintained if already fully utilized hours are reduced in number.
(c) A meeting of representatives of the Parties will take place in an effort to agree as to where staff reductions should take place if such reductions are required by the Board.
(d) In the event of custodial reductions, the remaining employee will not be given new and additional duties such that the workload formula is compromised.
(e) It is agreed that the Board has the right to determine what work is to be done and its frequency. When work is assigned, it is agreed that the workload formula shall apply, as outlined in this clause.
