Workload. An employee who believes that her workload is unsafe or consistently excessive shall discuss the problem with her immediate supervisor. If the problem is not resolved in this discussion, the employee may seek a remedy by means of the grievance procedure. If the matter is not resolved in the grievance procedure, it may be referred to troubleshooter who shall:
Workload. 23.00 (a) A Nurse who believes that adequate and safe care of residents cannot be provided because of that Nurse’s workload, shall bring the matter to the attention of the immediate Supervisor. If the matter is not satisfactorily resolved, the Nurse may file a written report (Clinical Capacity Form) which is attached at Appendix “D” which shall be submitted to the Employer.
Workload. 11.01 A Each teacher shall have a workload that adheres to the provisions of this Article.
Workload. 33.01 It is the mutual intent of the parties to provide high quality, therapeutic, accessible, affordable healthcare to the Employer’s clients. Further, it is the mutual intent of the parties to deliver this care in the safest possible manner for caregivers, residents, visitors, and other employees, whether or not they are members of the bargaining unit.
Workload. 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: Supervision will discuss duty priorities with the affected employee(s). Re-assigning work. Utilizing casual employees in accordance with the collective agreement. Under no circumstances will the prioritizing of duties or the reassignment of work result in a significant increase in workload for other employees. An employee who believes their workload is unsafe or excessive shall discuss the problem with their immediate supervisor. If the problem is not resolved in this discussion the employee may seek a remedy by means of the grievance procedure.
Workload. It is in the interest of the Employer and the employees that all employees are aware of their job expectations and responsibilities. It is the responsibility of supervisors and managers to ensure that staff perform their duties in accordance with Ministry Policies and Procedures and to ensure that procedures are in place to address statutory service demands. Where an employee is concerned that they cannot complete assignments or respond to urgent matters to fulfil statutory and other obligations to a client(s), it is their responsibility to immediately seek advice and direction from their direct supervisor. Where work demands and priorities cannot be accomplished within appropriate time frames, supervisors must consult with management and management will determine methods and procedures regarding work demands and priorities to ensure that service quality is maintained by employees and the Employer. To assist in achieving the above objectives, the following procedures shall be utilized when an employee is of the opinion that they are unable to fulfil statutory and other obligations to a client(s) because of their work demands. All participants in these procedures will act in a timely and expeditious fashion at each stage. Where the employee is not satisfied with the timeliness of the response at any stage, they may proceed to the next stage.