Workload Redress Sample Clauses

The Workload Redress clause establishes a mechanism for addressing situations where an employee's assigned workload becomes excessive or unmanageable. Typically, this clause outlines the process by which employees can formally raise concerns about their workload, and may require the employer to review and, if necessary, adjust assignments or provide additional support. Its core practical function is to ensure that workloads remain fair and sustainable, helping to prevent employee burnout and maintain productivity.
Workload Redress a. A Faculty member who believes that the workload provisions described above have been violated may ask that the ▇▇▇▇ review his/her teaching assignment in the light of other SRC and Service duties required. If the ▇▇▇▇ agrees with the Faculty member they shall record in writing a mutually satisfactory resolution of the violation. Such resolutions may be, but are not limited to, agreements involving adjustment of the current workload, appropriate workload reduction in the following semester or academic year, or support from academic assistant(s). b. If the ▇▇▇▇ disagrees with the Faculty member, the Faculty member may request that his/her workload be evaluated by a three person ad hoc committee drawn from the membership of the FPC, one selected by the Faculty member, another by the ▇▇▇▇ and a third mutually agreeable person to serve as chair. If there is a dispute involving the facts of the teaching workload assigned, a Workload Facts Committee consisting of an appointee of the Vice President, Faculty Affairs or his/her designate, an appointee of the Association President, and a third person jointly appointed will review and verify relevant data. The decision of the ad hoc committee is binding on both the ▇▇▇▇ and the Faculty member. The ad hoc committee referred to in this section will normally report its decision no later than 45 days after the request for a review of his/her workload as made by the Faculty member.
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Workload Redress. 1. A faculty member who believes that the workload provisions, as they apply in the member’s department/school, have been violated may ask that the ▇▇▇▇ review his/her teaching assignment in terms of the departmental teaching standard and SRC and Service activities. If the ▇▇▇▇ agrees with the faculty member they shall record in writing a mutually satisfactory resolution of the violation. Such resolutions may be, but are not limited to, agreements involving adjustment of the current workload, appropriate workload reduction in the following semester or academic year, or support from academic assistant(s). 2. If the ▇▇▇▇ disagrees with the faculty member, the faculty member may request that his/her workload be evaluated by a three person ad hoc committee drawn from the membership of the FPC, one selected by the faculty member, another by the ▇▇▇▇ and a third mutually agreeable person to serve as chair. If there is a dispute involving the facts of the teaching workload assigned, a Workload Facts Committee consisting of an appointee of the Vice ▇▇▇▇▇▇▇, Faculty Affairs or his/her designate, an appointee of the Association President, and a third person jointly appointed will review and verify relevant data. The decision of the ad hoc committee is binding on both the ▇▇▇▇ and the faculty member. The ad hoc committee referred to in this section will normally report its decision no later than 45 days after the request for a review of his/her workload as made by the faculty member.
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