Common use of Temporary Positions to Accommodate Workload Hours Clause in Contracts

Temporary Positions to Accommodate Workload Hours. Temporary Positions to Accommodate Workload Hours - The Employer has the ability to post a maximum of one (1) temporary regular position per shift in each of the care aide, LPN, RN and recreation aide in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy. Such positions are to be posted for a maximum term of six (6) months. At the end of the temporary term, the Employer will either: a) post a regular position; b) end the term position; c) extend the temporary term beyond six (6) months, provided the Union has been informed of their reason for the extension and agrees to the extension. It is understood that if workload decreases, these temporary positions can be deleted by the Employer giving seven (7) days written notice to the employee in the temporary position. At the end of the temporary term or following seven (7) days written notice from the Employer, the incumbent will return back to their previous position and status. An employee working in these temporary positions shall receive all rights and benefits that apply to their current status as an employee.

Temporary Positions to Accommodate Workload Hours. Temporary Positions to Accommodate Workload Hours - The Employer has the ability to post a maximum of one (1) temporary regular position per shift in each of the care aide, LPN, RN housekeeping, laundry, cooks, dietary staff and recreation aide maintenance in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy. Such positions are to be posted for a maximum term of six (6) months. At the end of the temporary term, the Employer will either: a(1) post a regular position; b(2) end the term position; c(3) extend the temporary term beyond six (6) months, provided the Union has been informed of their reason for the extension and agrees to the extension. It is understood that if workload decreases, these temporary positions can be deleted by the Employer giving seven (7) days written notice to the employee in the temporary position. At the end of the temporary term or following seven (7) days written notice from the Employer, the incumbent will return back to their previous position and status. An employee working in these temporary positions shall receive all rights and benefits that apply to their current status as an employee.

Temporary Positions to Accommodate Workload Hours. Temporary Positions to Accommodate Workload Hours - The Employer has the ability to post a maximum of one (1) temporary regular position per shift in each of the care aide, LPN, RN and recreation aide in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy. Such positions are to be posted for a maximum term of six (6) months. At the end of the temporary term, the Employer will either: a(1) post a regular position; b(2) end the term position; c(3) extend the temporary term beyond six (6) months, provided the Union has been informed of their reason for the extension and agrees to the extension. It is understood that if workload decreases, these temporary positions can be deleted by the Employer giving seven (7) days written notice to the employee in the temporary position. At the end of the temporary term or following seven (7) days written notice from the Employer, the incumbent will return back to their previous position and status. An employee working in these temporary positions shall receive all rights and benefits that apply to their current status as an employee.

Temporary Positions to Accommodate Workload Hours. Temporary Positions to Accommodate Workload Hours - The Employer has the ability to post a maximum of one (1) temporary regular position per shift in each of the ▇▇▇▇, dietary aide, activity aide, care aide, LPN, RN and recreation aide housekeeping/laundry departments in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy. Such positions are to be posted for a maximum term of six (6) months. At the end of the temporary term, the Employer will either: a(1) post a regular permanent position; b(2) end the term position; c(3) extend the temporary term beyond six (6) months, provided the Union has been informed of their reason for the extension and agrees to the extension. It is understood that if workload decreases, these temporary positions can be deleted by the Employer giving seven (7) days written notice to the employee in the temporary position. At the end of the temporary term or following seven (7) days written notice from the Employer, the incumbent will return back to their previous position and status. An employee working in these temporary positions shall receive all rights and benefits that apply to their current status as an employee.

Temporary Positions to Accommodate Workload Hours. Temporary Positions to Accommodate Workload Hours - The Employer has the ability to post a maximum of one (1) temporary regular position per shift in each of the activity aide, care aide, LPN, RN RN, assisted living worker, cooks, dietary and recreation aide housekeeping in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy. Such positions are to be posted for a maximum term of six (6) months. At the end of the temporary term, the Employer will either: a(1) post Post a regular permanent position; b(2) end End the term position; c(3) extend Extend the temporary term beyond six (6) months, provided the Union has been informed of their reason for the extension and agrees to the extension. It is understood that if workload decreases, these temporary positions can be deleted by the Employer giving seven (7) days written notice to the employee in the temporary position. At the end of the temporary term or following seven (7) days written notice from the Employer, the incumbent will return back to their previous position and status. An employee working in these temporary positions shall receive all rights and benefits that apply to their current status as an employee.

Temporary Positions to Accommodate Workload Hours. Temporary Positions to Accommodate Workload Hours - The Employer has the ability to post a maximum of one (1) temporary regular position per shift in each of the care aideLifestyle Attendant, LPN, RN and recreation aide Food Service staff in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy. Such positions are to be posted for a maximum term of six (6) months. At the end of the temporary term, the Employer will either: a(1) post a regular position; b(2) end the term temporary position; c(3) extend the temporary term beyond six (6) months, provided the Union has been informed of their reason for the extension and agrees to the extension. It is understood that if workload decreases, these temporary positions can be deleted by the Employer giving seven (7) days written notice to the employee in the temporary position. At the end of the temporary term or following seven (7) days written notice from the Employer, the incumbent will return back to their previous position and status. An employee working in these temporary positions shall receive all rights and benefits that apply to their current status as an employee.

Temporary Positions to Accommodate Workload Hours. Temporary Positions to Accommodate Workload Hours - The Employer has the ability to post a maximum of one (1) temporary regular position per shift in each of the activity aide, care aide, LPN, RN RN, assisted living worker, cooks, dietary, laundry, maintenance, and recreation aide housekeeping in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy. Such positions are to be posted for a maximum term of six (6) months. At the end of the temporary term, the Employer will either: a) post Post a regular permanent position; b) end End the term temporary position; c) extend Extend the temporary term beyond six (6) months, provided the Union has been informed of their reason for the extension and agrees to the extension. It is understood that if workload decreases, these temporary positions can be deleted by the Employer giving seven (7) days written notice to the employee in the temporary position. At the end of the temporary term or following seven (7) days written notice from the Employer, the incumbent will return back to their previous position and status. An employee working in these temporary positions shall receive all rights and benefits that apply to their current permanent status as an employee.

Temporary Positions to Accommodate Workload Hours. Temporary Positions to Accommodate Workload Hours - The Employer has the ability to post a maximum of one (1) temporary regular position per shift in each of the care aide, LPN, RN housekeeping, laundry, cooks, dietary staff and recreation aide maintenance in order to be able to adapt to changing workloads in the facility as a result of the fluctuating occupancy. Such positions are to be posted for a maximum term of six (6) months. At the end of the temporary term, the Employer will either: a) post a regular position; b) end the term position; c) extend the temporary term beyond six (6) months, provided the Union has been informed of their reason for the extension and agrees to the extension. It is understood that if workload decreases, these temporary positions can be deleted by the Employer giving seven (7) days written notice to the employee in the temporary position. At the end of the temporary term or following seven (7) days written notice from the Employer, the incumbent will return back to their previous position and status. An employee working in these temporary positions shall receive all rights and benefits that apply to their current status as an employee.