Common use of On-Call Procedure Clause in Contracts

On-Call Procedure. In the event an employee calls in sick or is unable to complete their shift and the position must be filled, the staff member on duty shall refer to the ‘On-Call List’ by classification, located at the front desk, and in the following order: 1. Contact employees by seniority, beginning with the most senior. It is the responsibility of the staff being called to work to inform the caller if the shift would place them into overtime. If the shift will result in overtime, the caller needs to move onto the following person. If overtime is unavoidable it must be offered to the staff with the most seniority. When the employee with the greatest seniority does not answer the phone and when there is now less than three (3) hours before the shift is due to start, a message will be left indicating the time and date of the call and that due to the urgent need to cover the specific shift the next eligible employee on the On Call list will be contacted immediately. Staff on duty are asked to avoid calling to fill shifts between the hours of midnight and 5 am. Therefore, when there are less than eight (8) hours remaining before a day shift is to start, calls will be made between 5:01 am and the start of the shift. Where the staff with the most seniority does not answer the phone, a message will be left indicating the time and date of the call and that due to the need to cover the specific shift the next eligible employee on the On Call list will be contacted immediately. 2. When replacing a Residential Worker and the department list has been exhausted contact the Caseworker Department list. 3. If Article 10, Layoff & Recall is in effect, the staff member shall refer to the layoff list and recall in accordance with Article 10.7 (b) and (c). 4. Refer to the Casual Employee list of the affected classification. Casual employees can be called in on a rotational basis in order to keep their skills up-to-date. The Employer shall however work toward a fair and equal distribution of these hours. 5. Refer to the overtime list within the affected classification by order of seniority, beginning with the most senior. Regular part-time employees shall be contacted first, followed by employees on the casual list. If none of these employees are available, regular full-time employees shall then be called. The parties agree that it is not the intention of the parties that part-time and casual employees will regularly work more hours than full-time employees, except on an exceptional basis. 6. Where the employer has advance notice that shifts are available due to medical or emergency leave, the employer shall follow 1-5 above. For each medical or emergency leave, employees shall not work more than 10 shifts unless mutually agreed to between the Employer and Union. The Union will not unreasonably deny these requests. The intent of this practice is to not supersede Article 16, Job Vacancies and Temporary Staff Changes. For purposes of dealing with short term illness where the employer has less than ten (10) days notice, the Employer will be allowed to post these positions within a minimum of (3) three business days. All other aspects of Article 16 remain the same. Employees offered the shift(s) would be allowed 48 hours to respond to the call-in. 7. The staff member and management must log the date, time the employee was contacted, result of call, and indicate whether a message was left. 8. If no one is available to cover the shift, the management on-call must be notified immediately. It is the responsibility of employees to notify the employer on the designated form provided monthly of their interest in being placed on or removed from the Call–Out list and to provide the employer in writing one (1) telephone contact number that they wish to be contacted at and to notify the employer in writing of any changes to that number. It is the employer’s responsibility to ensure that the seniority list and overtime list is up to date. In the event either list is incorrect the onus will be on the employer to reimburse the most senior employee(s) not contacted in accordance with the above.

On-Call Procedure. In the event an employee calls in sick or is unable to complete their shift and the position must be filled, the staff member on duty shall refer to the ‘On-Call List’ by classification, located at the front desk, and in the following order: 1. Contact employees by seniority, beginning with the most senior. It is the responsibility of the staff being called to work to inform the caller if the shift would place them into overtime. If the shift will result in overtime, the caller needs to move onto the following person. If overtime is unavoidable it must be offered to the staff with the most seniority. When the employee with the greatest seniority does not answer the phone and when there is now less than three (3) hours before the shift is due to start, a message will be left indicating the time and date of the call and that due to the urgent need to cover the specific shift the next eligible employee on the On Call list will be contacted immediately. Staff on duty are asked to avoid calling to fill shifts between the hours of midnight and 5 am. Therefore, when there are less than eight (8) hours remaining before a day shift is to start, calls will be made between 5:01 am and the start of the shift. Where the staff with the most seniority does not answer the phone, a message will be left indicating the time and date of the call and that due to the need to cover the specific shift the next eligible employee on the On Call list will be contacted immediately. 2. When replacing a Residential Worker and the department list has been exhausted contact the Caseworker Department list. 3. If Article 10, Layoff & Recall is in effect, the staff member shall refer to the layoff list and recall in accordance with Article 10.7 (b) and (c). 4. Refer to the Casual Employee list of the affected classification. Casual employees can be called in on a rotational basis in order to keep their skills up-to-date. The Employer shall however work toward a fair and equal distribution of these hours. 5. Refer to the overtime list within the affected classification by order of seniority, beginning with the most senior. Regular part-time employees shall be contacted first, followed by employees on the casual list. If none of these employees are available, regular full-time employees shall then be called. The parties agree that it is not the intention of the parties that part-time and casual employees will regularly work more hours than full-time employees, except on an exceptional basis. 6. Where the employer has advance notice that shifts are available due to medical or emergency leave, the employer shall follow 1-5 above. For each medical or emergency leave, employees shall not work more than 10 shifts unless mutually agreed to between the Employer and Union. The Union will not unreasonably deny these requests. The intent of this practice is to not supersede Article 16, Job Vacancies and Temporary Staff Changes. For purposes of dealing with short term illness where the employer has less than ten (10) days notice, the Employer will be allowed to post these positions within a minimum of (3) three business days. All other aspects of Article 16 remain the same. Employees offered the shift(s) would be allowed 48 hours to respond to the call-in. 7. The staff member and management must log the date, time the employee was contacted, result of call, and indicate whether a message was left. 8. If no one is available to cover the shift, the management on-call must be notified immediately. It is the responsibility of employees to notify the employer on the designated form provided monthly of their interest in being placed on or removed from the Call–Out list and to provide the employer in writing one (1) telephone contact number that they wish to be contacted at and to notify the employer in writing of any changes to that number. It is the employer’s responsibility to ensure that the seniority list and overtime list is up to date. In the event either list is incorrect the onus will be on the employer to reimburse the most senior employee(s) not contacted in accordance with the above.