Assessment of Employee Workload Sample Clauses

Assessment of Employee Workload. In the event an employee’s case load exceeds the upper limit of the case load range (as specified above), or where an employee identifies that his or her workload is becoming unmanageable and requests a workload assessment, a workload assessment will be initiated by the Team Leader within seven (7) calendar days. The parties will document that a workload assessment has occurred. A Work Load Assessment will include:
Sample 1Sample 2
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Assessment of Employee Workload. In an effort to address individual workload issues, an employee may request a workload review by the immediate Supervisor in accordance with this Letter. To distinguish between this review and the more informal discussions with a Supervisor, the request for a workload review must be in writing outlining specific issues. A meeting with the Supervisor, employee and Union representative will be held within three (3) working days of the request. The purpose of the meeting is to develop a plan to address workload issues including proposed solutions. The plan may involve action by either or both parties. The resolution(s) will also include appropriate time frames agreed upon by both parties. Any resolution(s) will be in writing and signed by all parties with a copy to the appropriate Services Director (or designate). If the issues cannot be resolved, the Supervisor shall involve the appropriate Services Director (or designate) to explore alternatives towards resolution(s) and provide a written response within seven (7) working days. Where a more global response is required, the workload issues will be reviewed by the relevant Senior Managers and solutions implemented as deemed appropriate. It is understood and agreed that this process should be carried out within the stated time limits and that the request for a workload review by an employee will not be considered a negative factor in performance evaluation. Failing resolution of the issues identified under Part I, the Union shall have the right to refer the matter to arbitration in accordance with the terms of the Collective Agreement (Article 10.02, Step 3).
Sample 1
Assessment of Employee Workload. In an effort to address individual workload issues, an Employee may request a workload review by the immediate Supervisor in accordance with this Article. To distinguish between this review and the more informal discussions with a Supervisor, the request for a workload review must be in writing outlining specific issues. A meeting with the Supervisor, Employee and Union representative will be held within three (3) working days of the request. The purpose of the meeting is to develop a plan to address workload issues including proposed solutions. The plan may involve action by either or both parties. The resolution(s) will also include appropriate time frames agreed upon by both parties. Any resolution(s) will be in writing and signed by all parties with a copy to the appropriate Department Director (or designate). If the issues cannot be resolved, the Supervisor shall involve the appropriate Services Director (or designate) to explore alternatives towards resolution(s) and provide a written response within seven (7) working days. Where a more global response is required, the workload issues will be reviewed by the relevant Senior Managers and solutions implemented as deemed appropriate. It is understood and agreed that this process should be carried out within the stated time limits and that the request for a workload review by an Employee will not be considered a negative factor in performance evaluation. Failing resolution of the issues identified under Part I, the Union shall have the right to refer the matter to arbitration in accordance with the terms of the Collective Agreement (Article 10.02, Step 2). The arbitrator will have jurisdiction to determine whether or not, following a Workload Assessment, the Employee’s workload has been equitably and reasonably distributed.
Sample 1
Assessment of Employee Workload. The supervisor shall ensure that a caseload review will occur each formal supervision session. Additionally, and in an effort to address individual workload issues, an employee may request a workload review by the immediate supervisor in accordance with this Letter. To distinguish between this review and the more informal discussions with a supervisor, the request for a workload review must be in writing outlining specific issues. A meeting with the supervisor, employee and relevant Director of Service will be held within 5 working days of the request unless another date is mutually agreed upon by all parties. The purpose of the meeting is to develop a plan to address workload issues including proposed solutions. The plan may involve action by either or both parties. The resolution(s) will also include appropriate time frames agreed upon by both parties. Any resolution(s) will be in writing and signed by all parties with a copy to the Chief Executive Officer and the Union. If the issues cannot be resolved, the Supervisor shall involve the Chief Executive Officer and the Chief Unit Xxxxxxx to explore alternatives towards resolution(s) and provide a written response within 7 working days. Where a more global response is required, the workload issues will be reviewed by Senior Management and solutions implemented as deemed appropriate. It is understood and agreed that this process should be carried out within the stated time limits and that the request for a workload review by an employee will not be considered a negative factor in performance evaluation. Failing resolution of the issues identified under Part I, the Union shall have the right to refer the matter to the Joint Workload Committee as identified below.
Sample 1
Assessment of Employee Workload. Step 1: The supervisor shall ensure that a caseload review will occur at each formal supervision meeting. An employee may request a workload review be conducted by their immediate Supervisor to address specific circumstances by making that request in writing outlining the issues of concern.
Sample 1

Related to Assessment of Employee Workload

  • Employee Workload ‌ The Employer shall ensure that an employee’s workload is not unsafe as a result of employee absence(s). Employees may refer safety related workload concerns to the Occupational Health and Safety Committee for investigation under Article 22.3 (Occupational Health and Safety Committee).

  • EMPLOYEE WORK YEAR A. In-School Work Year

  • Statement of Employment An employer shall, in the event of termination of employment, provide upon request to the employee who has been terminated a written statement specifying the period of employment and the classification or type of work performed by the employee.

  • DISCIPLINE OF EMPLOYEES Section 1. Any action or behavior which reflects discredit upon the City or is a direct hindrance to the effective performance of the City's municipal governmental and proprietary functions may be considered good cause for disciplinary action against an employee and such actions or behavior which may be considered good cause for disciplinary action shall include, but not be limited to the following:

  • Commencement of Employment 2.1 The Employment will start on 28 April 2003 (the “Commencement Date”). The Employment will continue until termination in accordance with the provisions of this agreement.

  • Engagement of Employees 8.1.1 All prospective Employees may be required to complete an Application for Employment form prior to engagement. Applicants may be required to undertake a pre-employment physical/medical assessment, the cost of which will be borne by the Company. Any Employee who knowingly provides false information in their application or in the medical may be dismissed.

  • Record of Employment At the conclusion of the appointment period, the University will provide a record of employment consisting of inclusive dates of appointment(s) and classification(s) if requested by the employee.

  • Compensation for Loss of Employee Tools The Employer will replace all employee tools lost or stolen while stored in a room, building, premises, job, workshop, Employer vehicle or in a lock, up to a value as specified in Appendix A. Where evidence is produced by the employee that they have suffered a greater loss, the Employer shall pay the additional amount.

  • Continuity of Employment This Option shall not be exercisable by the Grantee in any part unless at all times beginning with the date of grant and ending no more than three (3) months prior to the date of exercise, the Grantee has, except for military service leave, sick leave or other bona fide leave of absence (such as temporary employment by the United States Government) been in the continuous employ of the Company or a parent or subsidiary thereof, except that such period of three (3) months shall be one (1) year following any termination of the Grantee's employment by reason of his permanent and total disability.

  • Modes of Employment The Employer may employ a Full Time, Part Time, Fixed Term or Casual Employee. The Employer may direct an Employee to perform such duties as are within the limits of the Employee’s skill, competence and training.

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