Dear Members:
In these hard fiscal times of redundancies and reassignments please be aware that your Collective Agreement has language to deal with Workload issues.
Article 44 deals with increased workload or “Speed Up” and if you are experiencing this problem please speak to your manager and if you are still not satisfied, contact your local union representative.
44.4
There shall be no imposition of unreasonable workload upon any employee constituting a speedup.
44.5
If an employee feels his/her ongoing workload is excessive, he/she should discuss it with his/her supervisor/manager. The discussions may include such things as the nature and requirements of the assignment(s), available staff, facilities, objectives, scheduling, breaks, meal breaks and demands on the employee’s time.
44.5.1
Where an employee feels his/her workload is excessive, the employee may identify the issue to the local Human Resources representative or may request that their local Union representative identify the issue to the employee’s manager and/or local Human Resources representative. Once made aware, the manager will meet with the employee to discuss the issue.
44.6
When there appears to be a workload issue within a team or unit, workload meetings will occur as required. These meetings should include all employees of a working group who are affected and supervisors/managers. In these meetings workload will be the primary focus of discussion.
44.7
Where it is agreed the workload is excessive, management will make serious attempts to resolve the problem. Such attempts will include seeking input from the employee. In addition, management may take such actions as:
- Re-assignment of duties elsewhere
- Re-assignment of the employee
- Assigning other persons to help with the workload
- Training
- Alternative work arrangements
- Re-examine scheduling of hours
- Planning ahead
- Workflow analysis
- Finding efficiencies
- Technological assistance
- Resource Review
- Examination of other factors including assignment locations
- and sites
44.8
Where the absence of one or more employees may create a significant increase in workload for other employees, management will review the issue(s) raised and look at a number of ways to attempt to relieve the workload issue(s). Expectations will be reviewed and adjusted accordingly, or backfill will be provided. Options may include assignment and re-assignment, the hiring of temporary staff to ease the workload and/or other arrangements within the workplace.