WORKING SHORT. 35.01 The Employer agrees to discuss the topic of “working short” at labour management meetings during the currency of this agreement. Either party may bring such information or data as it wishes to the meeting. In the event that the Home assigns a number of residents or a workload to an individual employee or group of employees, such that she/they have cause to believe that she or they are being asked to perform more than is consistent with proper care they may raise the matter in labour/management meetings. Dated this day of , 2016 FOR THE EMPLOYER FOR THE UNION Xxxxxxx Xxxx Nursing Home - Schedule A Wage Schedule Classification Grid Steps Effective First pay period commencing after Effective First pay period commencing after Effective First pay period commencing after 2012-12-01 2015-12-01 2016-12-01 Actual PP commencing 2012-12-03 2015-11-30 2016-11-28 Aide Start 17.15 17.41 17.64 (Housekeeping, Laundry and Dietary Aides) After Probation 18.59 18.87 19.12 1 Year 19.02 19.31 19.56 2 Year 19.34 19.63 19.89 Activation Start 18.33 18.60 18.84 After Probation 19.11 19.40 19.65 1 Year 19.24 19.53 19.78 2 Year 19.58 19.87 20.13 Nurse Aide Start 18.16 18.43 18.67 After Probation 18.69 18.97 19.22 1 Year 19.07 19.36 19.61 2 Year 19.41 19.70 19.96 HCA/PCW Start 18.34 18.62 18.86 After Probation 18.89 19.17 19.42 1 Year 19.26 19.55 19.80 2 Year 19.61 19.90 20.16 Chef Start 19.71 20.01 20.27 After Probation 20.23 20.53 20.80 1 Year 20.60 20.91 21.18 2 Year 20.97 21.28 21.56 Xxxx Start 17.57 17.83 18.06 After Probation 19.01 19.30 19.55 1 Year 19.41 19.70 19.96 2 Year 19.76 20.06 20.32 RPN Start 22.71 23.05 23.35 After Probation 23.16 23.51 23.82 1 Year 23.64 23.99 24.30 2 Year 24.05 24.41 24.73 Maintenance 1 Start 18.42 18.70 18.94 After Probation 19.87 20.17 20.43 1 Year 20.29 20.59 20.86 2 Year 20.60 20.91 21.18 Maintenance 2 Start 17.15 17.41 17.64 After Probation 18.59 18.87 19.12 1 Year 19.02 19.31 19.56 2 Year 19.34 19.63 19.89 Recent and Related Experience - RPNs only The Employer will recognize recent and related experience on the basis of one (1) annual increment on the wage grid for each 1800 hours worked in previous employment. It shall be the responsibility of a newly hired employee to provide reasonable proof of recent and related experience in order to be considered under this provision and if she fails to do so she shall not be entitled to recognition.
WORKING SHORT. Understanding that the issue of “workload” is contained in the collective agreement Labour Management Clause, the Employer agrees to discuss the topic of “working short” at labour management meetings during the currency of this agreement. Either party may bring such information or data as it wishes to the meeting. In the event that the Home assigns a number of residents or a workload to an individual employee or group of employees, such that she/they have cause to believe that she or they are being asked to perform more than is consistent with proper care they may raise the matter in labour management meetings.
WORKING SHORT. In the event that an individual employee or a group of employees have a workload concern, the matter will be addresses as follows:
WORKING SHORT. In the most recent round of negotiations, the parties had discussions regarding the “working short” issue in the long term care sector. It was generally recognized by the parties that “working short” is characterized by an area of the nursing home that is working with fewer than the originally scheduled number of employees. Both parties understand the problems “working short” creates, whether it is operational or the additional work load it can demand from staff. All parties agree to work cooperatively towards ways to address the problem. All discussions and solutions must be conducted in good faith and on a without prejudice basis. The parties feel that “working short” must be dealt with at both the provincial level of additional funding, and also at the local home level. It is agreed the parties at each home may consider solutions which may help to deal with the problem. Some of these ideas are listed below, but are not at all considered fully comprehensive, and other ideas may be considered:
WORKING SHORT. A premium of one dollar and fifty cents ($1.50) per hour will be paid to employees who work short. Working short is defined as the increased workload that occurs when an employee who shares work with other employees does not report for work when scheduled and is not replaced. Employees will be compensated for the total numbers of hours worked short on their shift, up to a maximum of seven and one half (7.5) hours. This Article affects employees working in Faith Manor Nursing, Xxxxx Xxxxx Nursing, Towers Nursing, Faith Manor Dietary, and Xxxxx Xxxxx Dietary only.
WORKING SHORT. The Employer will provide a prioritized talk list to enable employees to know how to reschedule their duties when working short. “Working short” occurs when a regularly scheduled shift is not filled, either because the employee failed to report as scheduled and was not replaced, or because the shift was left unfilled on the schedule.
WORKING SHORT. Where the absence of one or more employees may create a significant increase in the workload for other employees, the employer will make every effort to resolve the matter by: The supervisor shall discuss duty priorities with the affected employee(s) and shall provide written direction on priority duties to be performed;
WORKING SHORT. Should the supervisor of a department be unable to fill a scheduled shift for an employee who is unable to work, Whisperwood has the following policy:
WORKING SHORT staffed The Employer agrees, where necessary and possible, to replace employees with other HEU employees when an employee is off work due to illness, vacation or leave for any purpose.
WORKING SHORT. The Employer agrees to discuss the topic of 'working short' at labour management meetings during the term of this agreement. Either party may bring such information or data as it wishes to the meeting. In the event that the Home assigns a number of residents or a workload to an individual employee or group of employees, such that she/they have cause to believe that she or they are being asked to perform more than is consistent with proper care they may raise the matter in labour / management meetings. LETTER OF UNDERSTANDING BETWEEN REVERA RETIREMENT cob as THE VILLAGE SENIOR'S COMMUNITY - SPRUCEWOOD COURT LODGE - and - NATIONAL AUTOMOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS UNION OF CANADA (CAW CANADA) LOCAL 1106 Re: Recent Related RPN Experience Where an RPN is hired and has recent relevant (as determined by the employer) RPN experience in a long term care or hospital setting, she may apply for recognition of that experience on the wage grid, up to the maximum of the grid. Such experience, when approved, will be granted on the basis of the one year’s movement on the grid for each one year’s experience. Where the experience is part time one year equals (1650) hours worked. It shall be the responsibility of a newly hired employee to provide reasonable proof of recent and related experience in order to be considered for a salary increment and if she fails to do so shall not be entitled to recognition. LETTER OF UNDERSTANDING BETWEEN REVERA RETIREMENT cob as THE VILLAGE SENIOR'S COMMUNITY - SPRUCEWOOD COURT LODGE - and - NATIONAL AUTOMOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS UNION OF CANADA (CAW CANADA) LOCAL 1106 Re: Record of Employment during Sick Leave
