Common use of Workload Issues Clause in Contracts

Workload Issues. The Society and the Union are committed to maintaining a workplace that demonstrates a sincere and continuing interest in the individual and collective well- being of all staff and recognizes the inherent worth and dignity of every Employee. The Society recognizes that the issue of workload has an impact on employee well-being and quality of service delivery and is of serious concern to Bargaining Unit members. It is the responsibility of the Employer to manage the resources allocated to it by the Ministry of Children, Community and Social Services and establish and maintain an effective infrastructure to facilitate quality service delivery. The Society and the Union acknowledge that the assignment of work can fluctuate, and workload should be reviewed on an ongoing basis with the goal of equitable and reasonable distribution. The Employer acknowledges the important role that the Union plays on behalf of its membership in participating in that ongoing review. The Society undertakes to utilize a variety of methods in an ongoing effort to effectively manage workload. The methods may include, but are not limited to the following: 1. Ensuring regular ongoing supervision. 2. Assigning work based on equitable distribution of workload, the needs of the Agency, individual skill level and experience, current workload and anticipated workload fluctuations. This may involve any or all of the following factors: • Number of cases before the court; • Amount of required driving time; • Team coverage; • Leave of absence, including vacation and prolonged illnesses; • Complexity of work; • Committee work; • Introduction of new technology systems; • Linguistic skills; • Coaching and mentoring of new staff; • Number of workers on a team; • ▇▇▇▇▇▇’s attendance at training and other assignments. 3. Affording Employees leaving the Agency reasonable opportunity to complete documentation requirements prior to their last day of work. 4. Filling vacancies of planned leaves/retirements/resignations as quickly as possible, dependent on the availability of qualified replacements. 5. Ensuring the completion of annual performance evaluations.

Workload Issues. The Society and the Union are committed to maintaining a workplace that demonstrates a sincere and continuing interest in the individual and collective well- well-being of all staff and recognizes the inherent worth and dignity of every Employeeemployee. The Society recognizes that the issue of workload has an impact on employee well-well- being and quality of service delivery and is of serious concern to the Bargaining Unit members. It is the responsibility of the Employer to manage the resources allocated to it by the Ministry of Children, Community and Social Services and establish and maintain an effective infrastructure to facilitate quality service delivery. The Society and the Union acknowledge that the assignment of work can fluctuate, fluctuate and workload should be reviewed on an ongoing basis with the goal of equitable and reasonable distributiondistribution of workload. The Employer acknowledges the important role that the Union plays on behalf of its membership in participating in that ongoing review. The Society undertakes to utilize a variety of methods in an ongoing effort to effectively manage workloadworkload demands. The methods may include, include but are not limited to the following: 1. Ensuring regular ongoing supervision, to include a discussion regarding workload. 2. Assigning work Consideration of case assignment and the review of workload will be based on equitable distribution of workload, the needs of the Agency, individual skill level and experience, current workload and anticipated workload fluctuations. This may involve any or all of the following factors: • Number of cases before the court; • Amount of administrative duties for cases before the court; • Number of designated high risk cases; • Number of supervised access visits; • Amount of required driving time; • Team coverage; • Leave of absence, including vacation and prolonged illnesses; • Complexity of workcases; • Committee work/field instruction expectations; • Introduction of new technology systems; • Linguistic skills; • Coaching and mentoring of new staff; • Number of workers on a team; • ▇▇▇▇▇▇’s attendance at training and other assignments. • Number of monthly home visits required. 3. Affording Employees employees leaving the Agency reasonable opportunity to complete documentation requirements prior to their last day of work. 4. Filling vacancies of planned leaves/retirements/resignations as quickly as possible, dependent on the availability of qualified replacements. 5. Ensuring the completion of annual performance evaluations. PART I – Assessment of Employee Workload Where an employee’s assigned cases exceeds the trigger average over a three (3) month period, an assessment of the employee’s workload will be initiated, as outlined below:

Workload Issues. The Society and the Union are committed to maintaining a workplace that demonstrates a sincere and continuing interest in the individual and collective well- well-being of all staff and recognizes the inherent worth and dignity of every Employeeemployee. The Society recognizes that the issue of workload has an impact on employee well-being and quality of service delivery and is of serious concern to Bargaining Unit members. As well, the Society recognizes its responsibility to provide services through employees in accordance with the Child and Family Services Act and to conform to current Ministry standards. It is also the responsibility of the Employer Society to manage the resources allocated to it by the Ministry of Children, Community Children and Social Youth Services and establish and maintain an effective infrastructure to facilitate quality service deliverythe employee’s achievement of said standards. The Society and the Union acknowledge that the assignment of work workload can fluctuate, fluctuate and workload should be reviewed on an ongoing basis with the goal of equitable and reasonable distributiondistribution of workload. The Employer Society acknowledges the important role that the Union plays on behalf of its membership in participating in that ongoing review. The Society undertakes to utilize a variety of methods in an ongoing effort to effectively manage workloadworkload demands. The methods may include, but are not limited to the following: 1. Ensuring regular ongoing supervision. 2. Assigning work cases based on equitable distribution of workload, the needs of the Agency, individual skill level and experience, current workload and anticipated workload fluctuations. This may involve any or all of the following factors: • Number 🡺 number of cases before the court; • Amount 🡺 number of designated high risk cases; 🡺 number of supervised access visits; 🡺 amount of required driving time; • Team 🡺 team coverage; • Leave 🡺 leave of absence, including vacation and prolonged illnesses; • Complexity 🡺 complexity of cases; 🡺 committee work/field instruction expectations; • Committee work; • Introduction 🡺 introduction of new technology systems; • Linguistic 🡺 linguistic skills; • Coaching and 🡺 mentoring of new staff; • Number 🡺 number of workers on a team; • ▇▇▇▇▇▇🡺 worker’s attendance at training and other assignments. 2. Ensuring regular ongoing supervision. 3. Affording Employees employees leaving the Agency reasonable opportunity to complete documentation requirements prior to their last day of work. 4. Filling vacancies of planned leaves/retirements/resignations as quickly as possible, dependent on the availability of qualified replacements. 5. Ensuring the completion of annual performance evaluations.