Common use of WORKING SHORT Clause in Contracts

WORKING SHORT. In the most recent round of negotiations, the parties had discussions regarding the “working short” issue in the long term care sector. It was generally recognized by the parties that “working short” is characterized by an area of the nursing home that is working with fewer than the originally scheduled number of employees. Both parties understand the problems “working short” creates, whether it is operational or the additional work load it can demand from staff. All parties agree to work cooperatively towards ways to address the problem. All discussions and solutions must be conducted in good faith and on a without prejudice basis. The parties feel that “working short” must be dealt with at both the provincial level of additional funding, and also at the local home level. It is agreed the parties at each home may consider solutions which may help to deal with the problem. Some of these ideas are listed below, but are not at all considered fully comprehensive, and other ideas may be considered: 1. Review the staffing complement (FT, PT and Casual staff mix). 2. Consider alternative scheduling procedures. 3. Review the collective agreement in a good faith attempt to see if there are barriers creating the “working short” issue. If there are any changes to the collective agreement agreed to by the local workplace committee they must be approved by the local and national union and the Employer corporate representatives. 4. Full disclosure on any policies which may create working short. 5. Review of reasons for short notice absences. 6. Review of call-in and replacement procedures being used at the Home. 7. Review of policies / practices for approving time off and schedule changes. 8. Develop job routines or protocols to use when working short. 9. Communicate with all employees, including supervisory staff, on the proper procedures when there is a working short situation. This letter is agreed to solely for the purpose of proactively attempting to deal with the “working short” problem. Therefore, the parties are agreed that it does not bind either party and is therefore not a grievable article of the collective agreement.

WORKING SHORT. In the most recent round of negotiations, negotiations the parties had discussions regarding the “working short” issue in the long term care sector. It was generally recognized by the parties that “working short” is characterized by an area of the nursing home that is working with fewer than the originally scheduled number of employees. Both parties understand the problems “working short” creates, whether it is operational or the additional work load it can demand from staff. All parties agree to work cooperatively towards ways to address the problem. All discussions and solutions must be conducted in good faith and on a without prejudice basis. The parties feel that “working short” must be dealt with at both the provincial level of additional funding, and also at the local home level. It is agreed the parties at each home may consider solutions which may help to deal with the problem. Some of these ideas are listed below, below but are not at all considered fully comprehensive, and other ideas may be considered: 1. Review the staffing complement (FT, PT and Casual staff mix). 2. Consider alternative scheduling procedures. 3. Review the collective agreement in a good faith attempt to see if there are barriers creating the “working short” issue. If there are any changes to the collective agreement agreed to by the local workplace committee they must be approved by the local and national union and the Employer corporate representatives. 4. Full disclosure on any policies which may create working short. 5. Review of reasons for short notice absences. 6. Review of call-in and replacement procedures being used at the Home. 7. Review of policies / policies/practices for approving time off and schedule changes. 8. Develop job routines or protocols to use when working short. 9. Communicate with all employees, including supervisory staff, on the proper procedures when there is a working short situation. This letter is agreed to solely for the purpose of proactively attempting to deal with the “working short” problem. Therefore, Therefore the parties are agreed that it does not bind either party and is therefore not a grievable article of the collective agreement.