Change Work Locations. An employee shall not be required to change work locations on a permanent basis except in the event of the closure of the residence, in the event of a reduction in staff, in the event of a serious conflict with a client/resident or in the event of conflict between staff members which may cause anxiety or behaviour problems for the client/resident. Whenever a change in location is being contemplated for any of the above noted reasons, a meeting shall take place with the Union representative and the employee or employees affected for full disclosure and discussion of the issues, in an attempt to resolve and rectify the issue. Following such meeting, if the Employer elects to proceed with a change in work location for an employee or employees, the Union Representative will be advised in writing.
Change Work Locations. An employee shall not be required to change work locations on a permanent basis except in the event of the closure of the residence, in the event of a reduction in staff, in the event of a serious conflict with a person supported or in the event of conflict between staff members which may cause anxiety or behaviour problems for the person supported. Whenever a change in location is being contemplated for any of the above noted reasons, a meeting shall take place with the Union representative and the employee or employees affected for full disclosure and discussion of the issues, in an attempt to resolve and rectify the issue. Following such meeting, if the Employer elects to proceed with a change in work location for an employee or employees, the Union Representative will be advised in writing. If an employee requests a transfer between communities in which Visions of Independence operates, the Employer will do its best to accommodate such a request. All seniority, benefits and wage rates will move with the employee.
Change Work Locations. While employee preferences as to work locations are relevant, they are outweighed by the best interests of supported individuals and other operational requirements. An employee may therefore be required to change work locations or assignment to a different supported individual, for bona fide reasons, such as in the event of a closure of a residence, a reduction in staff, conflict with a supported individual or conflict between staff members, or if it is otherwise reasonably determined by the Employer to be in the best interests of the supported individual. Whenever a change in location is being contemplated for any of the above-noted reasons, the Employee or Employees affected may request that a meeting take place with the Union representative for full disclosure and discussion of the issues. Following such meeting, if the Employer elects to proceed with a change in work location for an Employee or Employees, the Union Representative will be advised in writing.
Change Work Locations. An employee shall not be required to change work locations on a permanent basis except in the event of the closure of the residence, in the event of a reduction in staff, in the event of a serious conflict with a client/resident or in the event of conflict between staff members which may cause anxiety or behavior problems for the client/resident. In the event of a contemplated permanent change of work location, a meeting shall take place to discuss such matter between the employer, the employee and the Union representative prior to the change taking place. When an employee is required to change locations on a temporary basis the employer will give the affected employee as much notice as possible. The employer may reassign staff temporarily to other locations to cover for illness, vacation, and unexpected absences including unfilled vacancies.
Change Work Locations. While employee preferences as to work locations and participant assignments are relevant, they are outweighed by the best interests of clients/residents and other operational requirements. An employee may therefore be required to change work locations or participant assignments by the Employer for bona fide reason, such as in the event of the closure of a residence, a reduction in staff, conflict with a participant/resident or conflict between staff members, or if it is otherwise in the best interests of the clients/residents. If a change is contemplated, the Employer will advise the Union Representative and the employee or employees affected prior to making the change, with an explanation as to why, and allow a reasonable opportunity for a response. The Employer will issue its decision in writing. In such instance, the Employer shall endeavour to provide the affected employee with a similar number of work hours and similar shift. If an employee requests a transfer between work locations, the Employer will do its best to accommodate such a request, taking into account the above factors. If an employee is relocated more than three (3) times in a one (1) year period due to staff or participant conflict, the matter will be considered a separate supervisory event and may be subjected to the progressive discipline process. Each additional relocation during the same one (1) year period shall be considered a separate supervisory event and may also be subjected to the progressive discipline process.
Change Work Locations. An employee shall not be required to change work locations on a permanent basis except in the event of the closure of the residence, in the event of a reduction in staff, in the event of a serious conflict with a client/resident, for any training or mentorship purposes, based on direction or recommendation from the Department of Family Services or in the event of conflict between staff members which may cause anxiety or behavior problems for the client/resident. In the event of a contemplated permanent change of work location, a meeting shall take place to discuss such matter between the employer and the employee prior to the change taking place. The Union Representative will be given notice that such meeting will be taking place. When an employee is required to change locations on a temporary basis the employer will give the affected employee as much notice as possible. The employer may reassign staff temporarily to other locations to cover for illness, vacation, and unexpected absences including unfilled vacancies.
Change Work Locations. An employee shall not be required to change work locations on a permanent basis except in the event of the closure of the residence, in the event of a reduction in staff, in the event of a serious conflict with a client/resident or in the event of conflict between staff members which may cause anxiety or behaviour problems for the client/resident or it in the event where a change is necessary to serve the best interests of the client/resident and/or the employee. Whenever a change in location is being disputed for any reason, a meeting shall take place with the Union representative and employee(s) affected for full disclosure and discussion of the issues, in an attempt to resolve and rectify the issue. Following such meeting, if the Employer elects to proceed with a change in work location for employee(s), the Union Representative will be advised in writing. Should a change in location be deemed to be necessary due to irresolvable conflicts the Employer cannot utilize the transferred employee in that location for any reason, even if they are short-staffed, until the situation is resolved by a change in circumstances of staffing or client participation.
