Common use of Professional Responsibility Clause in Contracts

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor manager shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 6 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article Article can be extended by mutual agreement of the parties. 24.04 Any complaint lodged will include the following particulars: Date complaint filed and with whom; Date/time of occurrence(s); Summary of issue; client information as needed to initiate a resolution; suggested recommendations for resolution. 24.05 The Employer agrees that the Union can make submissions in respect of staffing issues at the Union Management Committee during the budget development process.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 19.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(sEmployee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 19.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employeeEmployee's supervisor Supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 19.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee Employee or a group of employeesEmployees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(sEmployee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(sEmployee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(sEmployee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(sEmployee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (ci) Failing resolution in of the complaint within fifteen (b15) above and within five (5) work calendar days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee, the complaint shall be forwarded to an Independent Assessment Committee composed of three (3) persons who have expertise in either Case Management, In-Home Services or at such Long Term Care Coordination Services, depending on the type of complaint filed; one (1) chosen by the Union, one (1) chosen by the Employer, and one (1) chosen by the other meeting that two (2) from a panel of two (2) independent Registered Nurses who are well respected within the Co-Chairs may mutually agree to convene at profession. The member of the Committee chosen from the panel shall act as Chairperson. ii) The Assessment Committee shall set a later date to discuss conduct a hearing into the issue(s)complaint within thirty (30) calendar days of its appointment and shall be empowered to properly assess the merits of the complaint. The parties Assessment Committee shall consider and attempt to resolve the professional practice issue report its findings in writing to the satisfaction parties within thirty (30) calendar days following completion of both partiesits hearing. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 21) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties. (a) Failing resolution of the complaint using the Article 24.03 dispute resolution process, the complaint shall be forwarded to an independent Assessment Committee composed of three (3) registered nurses; one (1) chosen by the Ontario Nurses' Association, one (1) chosen by the Employer, and one (1) chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chairperson. (b) The Assessment Committee shall set a date to conduct a hearing into the complaint within fourteen (14) calendar days of its appointment and shall be empowered to investigate as is necessary and make what findings as are appropriate in the circumstances. The Assessment Committee shall report its findings, in writing, to the parties within thirty (30) calendar days following completion of its hearing. (c) The list of Assessment Committee Chairpersons is attached as Appendix 4. (d) The parties agree that should a Chairperson be required, the Employer and the Union will be contacted. They will provide the name of the person to be utilized on the alphabetical listing of Chairpersons. The name to be provided will be the top name on the list of Chairpersons who has not been previously assigned. (e) Should the Chairperson who is scheduled to serve decline when requested, or it becomes obvious that she would not be suitable due to connections with the Employer or community, the next person on the list will be approached to act as Chairperson. (f) Each party will bear the cost of its own nominee and each will share equally the fee of the Chairperson and whatever other expenses are incurred by the Assessment Committee in the performance of its responsibilities as set out herein.

Professional Responsibility. 24.01 23.01 The parties agree that client patient care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 23.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 23.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Vice President, Patient Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) . It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Patient Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties. (f) In the event a satisfactory solution is not achieved the matter may be taken up as a grievance.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director and/or designatesDirector, Client Services. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.five

Professional Responsibility. 24.01 The parties agree that client patient care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor manager shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 6 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Patient Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article Article can be extended by mutual agreement of the parties. 24.04 Any complaint lodged will include the following particulars: Date complaint filed and with whom; Date/time of occurrence(s); Summary of issue; patient information as needed to initiate a resolution; suggested recommendations for resolution. 24.05 The Employer agrees that the Union can make submissions in respect of staffing issues at the Union Management Committee during the budget development process.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him them at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Vice-President, Patient Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. Should the parties agree that more than one meeting is required to address the concern, the written response shall be provided within five (5) working days of the final meeting. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Union- Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him them at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 6 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article Article can be extended by mutual agreement of the parties. 24.04 Any complaint lodged will include the following particulars: Date complaint filed and with whom; Date/time of occurrence(s); Summary of issue; client information as needed to initiate a resolution; suggested recommendations for resolution. 24.05 The Employer agrees that the Union can make submissions in respect of staffing issues at the Union Management Committee during the budget development process.

Professional Responsibility. 24.01 23.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 23.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 23.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 The parties agree that client patient care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(sEmployee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employeeEmployee's supervisor Supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee Employee or a group of employeesEmployees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(sEmployee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(sEmployee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(sEmployee(s), a Union representative, the Manager, and the Director Senior Director, Patient Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(sEmployee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the i) Failing resolution of the issues arising out of this provision. complaint within fifteen (e15) Timelines outlined in the above article can be extended by mutual agreement calendar days of the partiesmeeting of the Union-Management Committee, the complaint shall be forwarded to an Independent Assessment Committee composed of three (3) persons who have expertise in either Case Management, In-Home Services or Long Term Care Coordination Services, depending on the type of complaint filed; one (1) chosen by the Union, one (1) chosen by the Employer, and one (1) chosen by the other two (2) from a panel of two (2) independent Registered Nurses who are well respected within the profession. The member of the Committee chosen from the panel shall act as Chairperson.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him them at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Director, Patient Care and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Union- Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties. 24.04 When a professional practice issue arises that affects the bargaining unit as a whole, the Union shall forward the issue in writing to the Union- Management Committee (UMC) directly within five (5) work days of the circumstances giving rise to the professional practice issue. The written statement from the Union shall be considered at a meeting of the Union- Management Committee (UMC) or at such other meeting that the Co-Chairs may mutually agree to convene to discuss the written statement. The Union-Management Committee (UMC) shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. 24.05 Failing resolution by the Union-Management Committee (UMC) under either 24.03 and 24.04 above, the Union shall have ten (10) work days after the meeting of the Union Management Committee (UMC) to request in writing the establishment of a Professional Responsibility Committee to review the professional practice issue raised in the written statement. The Professional Responsibility Committee shall be composed of three (3) individuals: one chosen by the Union, one chosen by the Employer and a Chairperson to be mutually agreed upon by the Union and Employer representatives on the Professional Responsibility Committee. Each party will bear the cost of its own representative on the committee and will share equally the fee of the Chairperson. 24.06 The Professional Responsibility Committee shall ensure that both parties receive an adequate opportunity to provide material and representations to the Professional Responsibility Committee and to reply to the material and representations provided by the other party. After considering the material and representations provided by the parties, the Professional Responsibility Committee shall issue, in writing, a recommended resolution(s) of the professional practice issue(s) raised in the written statement.

Professional Responsibility. 24.01 The parties agree that client patient care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(sEmployee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employeeEmployee's supervisor Supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee Employee or a group of employeesEmployees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(sEmployee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(sEmployee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(sEmployee(s), a Union representative, the Manager, and the Director Senior Director, Patient Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(sEmployee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Union- Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the i) Failing resolution of the issues arising out of this provision. complaint within fifteen (e15) Timelines outlined in the above article can be extended by mutual agreement calendar days of the partiesmeeting of the Union-Management Committee, the complaint shall be forwarded to an Independent Assessment Committee composed of three (3) persons who have expertise in either Case Management, In-Home Services or Long Term Care Coordination Services, depending on the type of complaint filed; one (1) chosen by the Union, one (1) chosen by the Employer, and one (1) chosen by the other two (2) from a panel of two (2) independent Registered Nurses who are well respected within the profession. The member of the Committee chosen from the panel shall act as Chairperson.

Professional Responsibility. 24.01 23.01 The parties agree that client patient care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him them at the meeting. 24.02 23.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 23.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Vice President, Patient Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Union- Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him them at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Director, Patient Care and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Union- Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties. 24.04 When a professional practice issue arises that affects the bargaining unit as a whole, the Union shall forward the issue in writing to the Union- 24.05 Failing resolution by the Union-Management Committee (UMC) under either 24.03 and 24.04 above, the Union shall have ten (10) work days after the meeting of the Union Management Committee (UMC) to request in writing the establishment of a Professional Responsibility Committee to review the professional practice issue raised in the written statement. The Professional Responsibility Committee shall be composed of three (3) individuals: one chosen by the Union, one chosen by the Employer and a Chairperson to be mutually agreed upon by the Union and Employer representatives on the Professional Responsibility Committee. Each party will bear the cost of its own representative on the committee and will share equally the fee of the Chairperson. 24.06 The Professional Responsibility Committee shall ensure that both parties receive an adequate opportunity to provide material and representations to the Professional Responsibility Committee and to reply to the material and representations provided by the other party. After considering the material and representations provided by the parties, the Professional Responsibility Committee shall issue, in writing, a recommended resolution(s) of the professional practice issue(s) raised in the written statement.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's ’s supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 23.01 The parties agree that client care is enhanced enhances if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him them at the meeting. 24.02 23.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's ’s supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 23.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue issues with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Director, Patient Care and/or designates. Within five (5) work days workdays of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Union- Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this the process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties. 23.04 When a professional practice issue arises that affects the bargaining unit as a whole, the Union shall forward the issue in writing to the Union- Management Committee (UMC) directly within five (5) work days of the circumstances giving rise to the professional practice issue. The written statement from the Union shall be considered at a meeting of the Union- Management Committee (UMC) or at such other meeting that the Co-Chairs may mutually agree to convene to discuss the written statement. The Union- Management Committee (UMC) shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) . It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Patient Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Union- Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties. (f) In the event a satisfactory solution is not achieved the matter may be taken up as a grievance.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) . It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Patient Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue SCHEDULE “A” SALARY SCHEDULE‌ Care Coordinator, Placement Coordinator, Rapid Response Nurse, Educator, Facilitator, Mental Health and Addictions Nurse, Telephone Care Clinicians Start $35.46 $35.96 $36.68 1 year $36.97 $37.49 $38.24 2 years $38.24 $38.78 $39.56 3 years $39.64 $40.19 $40.99 4 years $41.03 $41.60 $42.43 5 years $43.19 $43.79 $44.67 25 years $43.93 $44.55 $45.44 Step 1 $49.90 $50.60 $51.61 Step 2 $51.64 $52.36 $53.41 Step 3 $53.52 $54.27 $55.36 Step 4 $55.52 $56.30 $57.43 Step 5 $57.64 $58.45 $59.62 Step 6 $59.92 $60.76 $61.98 Step 7 $62.38 $63.25 $64.52 Start $26.98 $27.36 $27.91 1 year $27.54 $27.93 $28.49 2 years $28.20 $28.59 $29.16 3 years $28.69 $29.09 $29.67 4 years $29.25 $29.66 $30.25 5 years $29.86 $30.28 $30.89 Each regular full-time employee will be advanced from her or his present level to the satisfaction of both parties. next level set out in the Salary Schedule, twelve (d12) At any months after she or he was last advanced on her or his service review date. If a regular full-time employee's absence without pay from the Employer exceeds thirty (30) continuous calendar days during this processeach twelve (12) month period, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can employee's service review date will be extended by mutual agreement the length of the parties.such absence in excess of thirty

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him them at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's ’s supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director and/or designatesHome and Community Care Designate, Chief Nursing Executive or designate. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure).Procedure).‌‌ 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 21) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties. 24.04 (i) Failing resolution of the complaint using the Article 24.03 dispute resolution process, the complaint shall be forwarded to an independent Assessment Committee composed of three (3) registered nurses; one (1) chosen by the Ontario Nurses' Association, one (1) chosen by the Employer, and one (1) chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chairperson.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Director, Patient Care and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties. 24.04 When a professional practice issue arises that affects the bargaining unit as a whole, the Union shall forward the issue in writing to the Union-Management Committee (UMC) directly within five (5) work days of the circumstances giving rise to the professional practice issue. The written statement from the Union shall be considered at a meeting of the Union-Management Committee (UMC) or at such other meeting that the Co-Chairs may mutually agree to convene to discuss the written statement. The Union-Management Committee (UMC) shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. 24.05 Failing resolution by the Union-Management Committee (UMC) under either 24.03 and 24.04 above, the Union shall have ten (10) work days after the meeting of the Union Management Committee (UMC) to request in writing the establishment of a Professional Responsibility Committee to review the professional practice issue raised in the written statement. The Professional Responsibility Committee shall be composed of three (3) individuals: one chosen by the Union, one chosen by the Employer and a Chairperson to be mutually agreed upon by the Union and Employer representatives on the Professional Responsibility Committee. Each party will bear the cost of its own representative on the committee and will share equally the fee of the Chairperson. 24.06 The Professional Responsibility Committee shall ensure that both parties receive an adequate opportunity to provide material and representations to the Professional Responsibility Committee and to reply to the material and representations provided by the other party. After considering the material and representations provided by the parties, the Professional Responsibility Committee shall issue, in writing, a recommended resolution(s) of the professional practice issue(s) raised in the written statement.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days document their professional practice issue in writing (using the form set out in Appendix 21) and forward it to their Manager. (b) Within ten (10) work days of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Client Services and/or designates. Within five (5) work days of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties. 24.04 (a) Failing resolution of the complaint using the Article 24.03 dispute resolution process, the complaint shall be forwarded to an independent Assessment Committee composed of three (3) registered nurses; one (1) chosen by the Ontario Nurses' Association, one (1) chosen by the Employer, and one (1) chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chairperson.

Professional Responsibility. 24.01 The parties agree that client care is enhanced if concerns relating to professional practice are resolved in a timely and effective manner. When meeting with the Manager, the employee(s) may request the assistance of a Union representative to support/assist her/him at the meeting. 24.02 The following principles shall govern the resolution of issues: (a) The parties will utilize a problem-solving process focusing on collaborative solutions at the earliest possible opportunity. (b) Circumstances arising more than six (6) months prior to the issue being raised with the employee's supervisor shall not be considered unless a pattern has been established. (c) . It is understood that professional practice/workload issues do not constitute a difference between the parties as to the interpretation, application, administration or alleged violation of the provisions of the Collective Agreement and, accordingly, are not subject to Article 8 (Grievance and Arbitration Procedure). 24.03 The following process shall be followed: (a) In the event that a professional practice or workload issue arises that affects an individual employee or a group of employees, such that there is cause to believe that they are being asked to perform work of a quality, or in a manner, that is inconsistent with applicable professional standards, the employee(s) shall discuss the issue with their Manager or designate within five (5) working days of the issue arising. If the issue remains unresolved, the employee(s) shall within five (5) work days workdays document their professional practice issue in writing (using the form set out in Appendix 2) and forward it to their Manager. (b) Within ten (10) work days workdays of receiving a form, a meeting to discuss the professional practice issue shall be held with the employee(s), a Union representative, the Manager, and the Director Senior Director, Patient Services and/or designates. Within five (5) work days workdays of the meeting, a written response shall be provided to the employee(s) with a copy of the response provided to the Bargaining Unit President. The parties may mutually agree to proceed directly to (c) below. (c) Failing resolution in (b) above and within five (5) work days workdays of the written response or no response in (b) above being provided to the employee, the Union shall forward the Form to the Union-Union- Management Committee. This issue will be discussed at a meeting of the Union-Management Committee or at such other meeting that the Co-Chairs may mutually agree to convene at a later date to discuss the issue(s). The parties shall consider and attempt to resolve the professional practice issue to the satisfaction of both parties. (d) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the issues arising out of this provision. (e) Timelines outlined in the above article can be extended by mutual agreement of the parties. (f) In the event a satisfactory solution is not achieved the matter may be taken up as a grievance.