NEXT WEEKS EXECUTIVE VISIBILITY WILL BE AT ARROW RD. AND HORNER. SEE YOU THERE !

LETTER OF AGREEMENT ON AVERAGING OF MAXIMUM HOUR$ OF WORK

 

If you have concerns or questions to your rights for the OT Averaging Agreement click the link below for all the details

 

This letter of Agreement (hereinafter referred to as “Agreement”) defines the conditions agreed upon by the parties to permit members of the Union to work more than 48 hours In any specific week, within the parameters as stated by the Canada Labour Code (hereinafter the “CLC”).

The above-mentioned parties agree that the regular work week is 40 hours per week, or 80 hours in a two-week period as permitted in the Collective Agreement. It is recognized the CLC limits the hours of work for an employee to 48 hours per week.

 

As the nature of the work done by the Company necessitates irregular distribution of the hours of work of an employee, section 172 of the CLC provides the ability to establish an agreement to average working hours over a period of two or more weeks.

 

We at Local 1996-O encourage you read the document all the way through and pay attention closely to all the clauses as this is voluntary, including clause #5, as both parties agree to a zero tolerance position….of intimidation

 

The conditions agreed to are:

Averaging of Hours Agreement 2017

We know there are different metrics in every organization, attrition rates, number of people on notice period, % people on bench, number of people above 100% target achievement. You think there would be a measurement of the number of people on Performance Improvement Plan?

Ever been subjected to PIP or Performance Improvement Plans? I know it is difficult to admit in public,  🙂 but I am sure you can nod in agreement as there is no harm being honest to self while reading in your own little space. I can assure you that in a long career we would face performance dips and you would be subject to PIPs of different kinds, in some organizations they call it PIP and deal with your performance in a structured way or in many they would just subject you to different kinds of pressure situations for you to feel that you are under observation for improving your performance. Whether it is called PIP or not, you would realize over a period of time that even without a PIP tag you are under fire for performance. I read somewhere that a PIP is a great opportunity for struggling employees to succeed while still holding them accountable for past bad performance, nice English huh?  I still think, PIP as a structure may have been constructed with great intention but it seldom delivers the desired success of turning around employee performance. Why do you think PIPs don’t work? Next 3 minutes is my exploration of Performance Improvement Plan.

 

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