Workload Distribution Sample Clauses
The Workload Distribution clause defines how tasks, responsibilities, or deliverables are allocated among parties involved in an agreement. Typically, it outlines which party is responsible for specific portions of the work, sets expectations for collaboration, and may include mechanisms for adjusting assignments if circumstances change. This clause ensures that all parties have a clear understanding of their roles, helps prevent disputes over who is responsible for what, and promotes efficient project management by delineating duties upfront.
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Workload Distribution. When an employee is absent for any reason and a replacement cannot be obtained, it is the intention of the Hospital to distribute their workload equitably among the employees in the work unit so that no undue hardship shall fall on any individual. It is further the intention of the Hospital to distribute workloads equitably among employees in both single work units and departments, and to maintain a large enough call-in list (including casual employees) so that a normal rate of absenteeism shall not impose an undue burden of extra work upon regular employees. Grievances over distribution of workload shall take precedence over all other grievances, except discharges, so as to be settled expeditiously.
Workload Distribution. The allocation of work for teaching and research academic staff will be in the ratio of:
Workload Distribution. In designing and assigning workloads, the 11 District will achieve the most equitable distribution of work within the limitations imposed 12 by work locations. When an employee identifies an alleged overload, the custodial 13 supervisor with the assistance of the head day custodian will work with the employee to 14 attempt to remedy the situation. 15
Workload Distribution. It is the intention of the Employer to distribute workloads equitably among employees in both single work units and departments where possible, and to the extent practicable to maintain an on-call list sufficient in size to deal with expected employee absenteeism. Claimed violations of this Section may not be subject to the Grievance and Arbitration provisions of this Agreement but may be referred to the Challenge Resolution Team for discussion.
Workload Distribution. Management will assure that workloads will be equitably assigned consistent with the district numerical average caseload within each aid category and between districts. Management will adjust an employee's workload to maintain an equitable workload relative to the workload of employees assigned to a specific aid category. Such workload adjustments will occur when workloads are:
1. Specialized within a single aid category;
2. Combinations of aid categories;
3. Combinations of granted, intake and screening functions within a single aid category. When the Union asserts there is a significant variation in the equitable distribution of workload within a specified aid category, the Union shall provide written notice to District Management of such assertion. District Management shall within five (5) days of receipt of the notice, meet with the Union to investigate the assertion, and correct the variation if found to exist. Corrective action, if indicated, shall include a written notice to the Union of the steps implemented and/or proposed to alleviate inequitable workload distribution. When the Union asserts there is a significant variation in the equitable distribution of workload within service offices, locations, or programs, the assertion shall be referred to the workload committee for resolution consistent with the availability of resources and Board of Supervisors policy regarding service levels. Workload standards for non-English speaking caseloads shall be considered as a specialization within category and shall be adjusted.
Workload Distribution. 454 It is the intent of the Employer to distribute the workload equitably among employees in both single work units and departments with due regard for employee safety. 455 When an employee is absent for any reason and if a replacement cannot be obtained in time, it is the intent of the Employer to distribute the workload equitably among the employees in the work unit so that no undue hardship may be placed on an individual worker. 456 Section 3 – Provider Profiles 457 458 459 460 461
Workload Distribution. When an employee is absent and a replacement cannot be obtained, the Employer will distribute the workload equitably among qualified employees so that hardship on any individual employee is minimized.
Workload Distribution. The Association and the Administration recognize the variability of workload distribution, including Teaching Hours (TH), Research Hours (RH), and Service Hours (SH), among colleges, departments, and individuals. Department workload guidelines are best ad- dressed first at the department level. Department workload guidelines must include a statement of normally expected activities and expectations for promotion and tenure.
Workload Distribution. 2901 It is the intent of the Employer to distribute the workload equitably among employees in both single work units and departments with due regard for patient care and employee safety. 2902 When an employee is absent for any reason and if a replacement cannot be obtained in time to perform the work of the absent employee, it is the intent of the Employer to distribute the workload equitably among the employees in the work unit so that no undue hardship may be placed on patients’ care or an individual worker.
Workload Distribution. The parties recognize the unpredictably of the exact number of faculty that may be dismissed or placed into a leave without pay status. As such, the parties agree that the Employer may take reasonable immediate action to address vacant classes or distribution of essential functions of the college so long as it does not impose additional workload on a faculty member without their consent. The Employer may offer but shall not require faculty to take on additional or “moonlight” courses. Qualified full-time faculty have the right of first refusal for any additional or “moonlight” courses and upon refusal these courses may be offered to adjunct faculty. The Employer shall compensate faculty in accordance with the Collective Bargaining Agreement. The Employer and the Association agree to meet as soon as is practicable after October 18, 2021, to review workload increases that may have occurred.