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 , 2012. FOR THE EMPLOYER FOR THE UNION Xxxxxxx Xxxx Retirement 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 14.76 14.98 15.17 After Probation 15.35 15.58 15.78 (Housekeeping, Laundry) 1 Year 15.69 15.93 16.14 2 Year 16.01 16.25 16.46 Activation Start 15.24 15.47 15.67 After Probation 15.82 16.06 16.27 1 Year 16.16 16.40 16.61 2 Year 16.52 16.77 16.99 HCA/PCW Start 15.11 15.34 15.54 After Probation 15.67 15.91 16.12 1 Year 16.00 16.24 16.45 2 Year 16.37 16.62 16.84 Unregulated Care Provider Start 17.19 17.45 17.68 After Probation 17.75 18.02 18.25 1 Year 18.08 18.35 18.59 2 Year 18.45 18.73 18.97 RPN Start 19.35 19.64 19.90 After Probation 19.88 20.18 20.44 1 Year 20.31 20.61 20.88 2 Year 20.77 21.08 21.35 3 Year 21.32 21.64 21.92 Recent and Related Experience - RPNs only The Employer will recognize recent and related experience on the basis of one
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. In the event that an individual employee or a group of employees have a workload concern, the matter will be addressed as follows:
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. 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. 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. CHRISTMAS/NEW YEARS The parties agree to maintain the existing practice of a yearly rotation for the Christmas/New Years schedule. In the event there are difficulties, THE PARTIES shall meet at a duly called labour management meeting to discuss and seek a resolution to the issues raised.
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. The Employer will provide a prioritized talk list to enable employees to know how to reschedule their duties when working short. “
