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HomeMy WebLinkAboutHale 13-06-21INTHEMATTEROFANEXPEDITEDCLASSIFICATIONARBITRATION BETWEEN: ONTARIOPUBLICSERVICEEMPLOYEESUNION,Local416 (FORSUPPORTSTAFF) (hereinaftercalledthe"Union") -and COLLEGECOMPENSATIONandAPPOINTMENTSCOUNCIL (FORCOLLEGESOFAPPLIEDARTSandTECHNOLOGY) IntheformofALGONQUINCOLLEGE (hereinaftercalledthe"College") -and GRIEVANCEOFMARSHAHALE OPSEUFileNo.2012-0416-0022 (hereinafterthe"GrievorortheIncumbent,') ARBITRATOR: RichardH.McLaren,C,Arb. REPRESENTINGTHECOLLEGE: DianeMcCutcheon,ActingDirector,Labour Relations Leah-ArmeBraun,ActingManager OrganizationalEffectiveness BrentDick,SiteSupervisor,Employment Services REPRESENTINGTHEUNION: SandyGreen-Anderson,Local416 ChiefSteward JanStriekland,Local416President MarshaHale-Grievor HEARINGSINRELATIONTOTHISMATTERWEREHELDATOTTAWA,ONTARIOON 10MAYAND18JUNE2013. AWARD AlgonquinCollegeCommunityEmploymentServicesisbasedinthePembroke andPerthcampusesoftheCollege.Apredecessorprogramknownas"Job Connect"hadapositionofClericalAssistantwhichtheGrievoroccupied.TheJob ConnectprogramwasdiscontinuedandtheCollegewastherecipientofanew governmentprogramentitled"CommunityEmploymentServices".TheGrievor wastransfen'edtoPembroketotheResourceCentrelocatedinabusinessmall wherethegovernmentministrieswhooffervariouscommunityprogramsare located.AnewPositionDescriptionForm("PDF")wasdevelopedeffective August2010.Sheworksinthispositionasaclericalassistantbutclaimsinher grievancethatshenowdoesresourceworkaswellandthisaspectofthepositionis notreflectedinthePDF. AtthetimethatImetwiththepartieson10May2013itwasapparenttomeandto allpresentthatfurtherdiscussionswithmyassistanceanddirectionwererequired beforethemaRercouldproceedtoarbitration.WiththeassistanceofthepartiesI developedaprocessforthemtofollowwhichwouldleadtoafurtherhearingifthe processdidnotsettletheirdifferences.AnInterimAwardwasissuedtoprescribe theprocess.Bythetimetheseconddayofhearingsarrivedon18June2013the partieshadinlargemeasureagreedtoaPDFdated3June2013whichdidreflect theresourceworkoftheposition. Bytheconclusionofthehearingwithmyencouragementafewfactorsweresettled andtheparties'positionswereasfollows.TheCollegeevaluatedtheJunePDF andconcludedthatitstotalpointswere347butasaresultoftheagreementsatthe hearingthatpointscoreroseto353.ThatlevelofpointswouldresultinaPayband E.TheUnionratedthepositionat556whichwouldplacethejobatPaybandH althoughthe"SupportStaffClassificationDataSheet"claimsPaybandG. BACKGROUND TheEmploymentServicesClerksupportstheEmploymentServicesofficeinits roleasCommunityEmploymentServicesproviderinthePembrokelocation.The positionisresponsibleforprovidingclericalandadministrativesupporttoCollege staffandclientswhoaccesstheEmploymentOntarioServices,includingthe EmploymentResourceCentre,SummerJobsService,TargetedInitiativeforOlder Workersandotherrelatedprograms.AccordingtotherevisedJunePDFthe partiesagreethat40%ofthepositionisinvolvedinassistinginthedaily operationsoftheCentrebyprovidingdirectclientsupporttoclientsusingthe Centre;25%ofthetimespentinvolvesthemaintainingofEmploymentResource Centreclientsandworkshopparticipantsrecordsofmonthlyintake;10%ofthejob involvesdatainputofemployerapplicationsforSummerJobPrograms;10% involvesprocessingandpreparingcontractsforTargetedInitiativeforOlder Workerclients;andfinally15%representsgeneralofficeandreceptionistsupport. Tothisextentthepro'tiesagreeontheJunePDF. FactorsinDispute ThereweretenfactorsindisputeatthetimeofthehearinginJune2013.During thecourseofthehearingthearbitratorwasabletogetthepartiestoagreeonthree (3)factorsleavingseven(7)remainingindisputeinthisproceeding.Eachofthe factorsindisputewillbedealtwithbelowunderseparateheadings. 2.Experience:Ratings:CollegeLevel3andUnionLevel4 TheCollegesupportsitsassessmentofthePDFasrequiringtwoyearsgeneral officeexperiencewhichmustincludecomputerskillsinvarioussoftware programs.TheCollegeequatestheexperiencetotheeducationlevel. TheUnioninitsevidenceandsubmissionshasconvincedmethatthereisanother componenttoexperiencerelatedtothediversityoftheclientelethatmustbe screenedintheposition.Apersonmustbeabletorelatetomanydifferentclient challengessuchasdealingwithpeoplewithdisabilities,educationalbarriers, mentalillnessandaddictions. IfindthattheCollegeapproachofequatingeducationandexperienceisgenerally acceptedasthemethodfordeterminingexperience.However,thereisalso"time requiredinpriorpositionstolearnthetechniques,methodsandpractices 3 neeessatytoperformthisjob".ThatisnottakenaccountofintheCollege's approach.Thereisarequirementforexperiencebeyondjustgeneraloffice experienceandtheeducationrequiredbecauseofthefrontlinepositionandthe natureoftheclienteledealtwithattheResourceCentre.Therefore,Ifindthatthe UnionhasproventhattheappropriatefactortobeassignedisLevel4,beinga minimumof3yearsexperience. 3.AnalysisandProblemSolving:Ratings:CollegeLevel2/UnionLevel3 Thisfactormeasuresthelevelofcomplexityinvolvedinanalyzingsituations, informationorproblemsofvaryinglevelsofdifficulty;andindevelopingoptions, solutionsorotheractions. ThedifferencebetweenLevel2andLevel3isthatthesituationsandproblemsare "easilyidentifiable"atLevel2asopposedto"identifiable,butmayrequirefurther inquiryinordertodefinethemprecisely".Thedifferenceinthetwodescriptions involvesthecomplexityinvolvedinanalyzingthesituation. TheUnionevidencesuggeststhattheinitialintakeandassessmentprocess performedinthepositioninvolvesprocessingapplicationforms,questioningand interviewingclientstoidentifywhatneedsandservicesarerequiredforthe candidate.Theclientmayhavemanybarrierstoassistinginthisevaluation processbecausetheymayhavelimitedworkexperienceiftheyareyoung;not completededucationatgrade12;haveunstableorinsecurityproblems;mayhavea criminalbackgroundorlackfinancestorunahouseholdorobtainreliable transportation.Thesemulti-balriersmaketheinterviewandquestioningprocess morethansituationswhichareeasilyidentifiable.Therefore,IfindthattheUnion hasestablishedthattheLevel3istheappropriateratingbecausetheincumbent mustfrequentlymakefurtherinquiriesinordertodeterminewhatservicesand resourcestheclientmayaccessto.Therefore,Ifindthatthepositionisestablished asbeingratedatLevel3. 4.Planning/Coordinating:Ratings:CollegeLevel2;UnionLevel3 Thisfactormeasurestheplanningand!orcoordinatingrequirementsofthe position.Thisreferstotheorganizationaland/orprojectmanagementsskills requiredtobringtogetherandintegrateactivitiesandresourcesneededto completetasksororganizeevents.Theremaybeaneedtoperformtaskswith overlappingdeadlines(multi-tasking)toachievethedecidedresults. ThedifferencebetweenLevel2andLevel3isthattheplanningandcoordinating activitiesaremorefocusedoncompletingtheincumbent'sownwork;whereas,at Level3theworkaffectstheworkscheduleofotheremployees. TheevidencepresentedbytheUniondoesnotestablishthattheplanningor coordinationdonebytheincumbentaffectstheworkscheduleofothers.The incumbentmustcompleteherownworkinorderthatothersmaydotheirworkand mustmeetdeadlinesestablishedbytheMinistry.MeetingtheMinistrydeadlines ismandatoryforsureandmissingthemwoulddrasticallyaffectallotherswork. However,thatisnotplanningandcoordinating,itisperformingthefunctionsof thejob.Thatiscompletingone'sownwork.Theincumbentcoordinatesormakes arrangementsforeventslikeseminarsbycoordinatingeveryone'scalendarsbut thatisnotwhatismeantinLevel3whenitsays"affecttheworkscheduleofother employees".TheUniondoesnotsatisfymethattheratingoftheCollegeis incorrectonthisfactor.Ifindthattheappropriatelevelisthatestablishedbythe CollegeatLevel2. 5.Guiding/AdvisinOthers:Ratings:CollegeLevel2/UnionLevel3 Thisfactorreferstoanyassignedresponsibilitytoguideoradviseothers(e.g. otheremployees,student,andclients)intheareaoftheposition'sexpertise.Thisis overandabovecommunicatingwithothersinthattheposition'sactionsdirectly helpothersintheperformanceoftheirworkorskilldevelopment. ThePDFdoesnotassignresponsibilitytorecommendtoclientsacourseofaction or make decisions so that others can perform their day-to-day activities.The incumbentdirectsorguidessomeclientstoResourceCentreAssistantsensuring 5 anynecessarydocumentationiscompletesodatamaybeentered.Theincumbent hasnoroleinrecommendingcoursesofactionordecisions.TheUniondidnot establishthatthehigherlevelofadvisingotherswastheappropriatelevelforthis factor.IfindthattheCollegeratingiscorrect. 6.IndependenceofAction:Ratings:CollegeLevel2/UnionLevel4 Th&faetormeasuresthelevelofindependenceorautonomyintheposition. TheUnionassertsLevel4whichrequiresthat"theonlyparametersorconstraints thatareinplacetoguidetheposition'sdecision-makingareindustrypractices"for theoccupationand/ordepartmentalpolices".TheJobManualissuggestinghere thatthepersonworksatahighlevelofautonomyinmakingdecisions.The evidencedoesnotdemonstratethatlevelofautonomy.Theincumbentdoesnot havetheabilitytoselecttheprocessestoachievetheendresult.Theday-to-day workisperformedwithoutmuchsupervisionbutfollowsestablishedMinistryand Collegeguidelinesandpastpractices.TheUnionevidencedoesnotmeetthe requirementsofLevel4.IconfirmtheratingoftheCollegeatLevel2. 7.ServiceDelivery:Ratings:CollegeLevel2/UnionLevel20.Level3 SettledatthehearingastheUnionhastheappropriateratingatLevel2with OccasionalLevel3, 8.Communication:Ratings:CollegeLevel2/UnionLevel3 This'factormeasuresthecommunicationskillsrequiredbytheposition,both verbalandwrittenandincludes:..." ThedifferencebetweenLevel2and3involvesatLevel3"interpretinginformation tosecureunderstanding".Theevidencerevealsthatthereisanexchangeof informationofapersonalnatureandthatinformationisusedbytheincumbentto decidehowtheResourceCentrecanassisttheclient.Therefore,thereisno explaininginformationorinterpretingitsoastosecureunderstanding.Thatisthe responsibilityofothersandnottheincumbent.Thebarriersoftheclientsandthe difficultiesofcommunicationwiththemhavebeentakenaccountofelsewhereand arenotappropriatelypartofthisanalysis.Therefore,theUnionhasnotestablished thatLevel3isappropriate.IfindthattheCollegehascorrectlyratedtheposition atLevel2. 9.PhysicalEffort:Ratings:CollegeLevel10.Level2/UnionLevel2 SettledatthehearingbyagreeingwiththeCollegeratingatLevel1;Occasional Level2. 10,Audio/VisualEffort:Ratings:CollegeLevelI/UnionLevel2 Thisfactormeasuresthedegreeofattentionorfocusrequiredintheposition.Both partiesagreedthatthe"FocusMaintained"columnwastheappropriateonetouse. Therefore,Ineedonlydecidethelevelwithinthatcolumnandnotconsider'Focus Interrupted".Whilethereareinterruptionstothejobwhen55%oftheassigned activitiesarefrontlinedirectcustomerservicetheworkisnotsofocusedthatit cannotbeeasilypickedupwherethepersonwasbeforetheintemaption. Therefore,IfindthattheappropriateratingisthatoftheCollegeatLevel1. 11.WorkingEnvironment:Ratings:CollegeLevel2/UnionLevel20.Level3 SettledatthehearingandtheCollegeratingwasconfirmedatLevel2. CONCLUSION Foralloftheforegoingreasons,Ifindthatpointsassignedforthepositionistobe 400.ThatplacesthepositioninPaybandFontheScheduleintheJobEvaluation Manual. Thepartiesareherebydirectedtotakethenecessarystepsinordertoimplement thisdecision.Ifthereareanydisputesastotheimplementationofmyaward,I retainjurisdictiontoresolvethosedisputesandissueasupplementm3,awardto completetheprocessofensuringthattheremedyiscompleteandtheGrievoris madewholetotheextentthatmayberequired. 7 Iwillremainseizedofthismatterwithjurisdictiontocompletetheremedyinthis awardforaperiodof45daysfromthedateherein.EitherpartymayonwriRen requesttotheArbitratoraskmetoreconvenethehearingforthepurposesof determiningtheremedyaspectsofthisaward.Ifnowrittenrequestisreceived withinthestipulatedtimeframe,Iwillnolongerretainjurisdictionoverthe implementationoftheremedyarisingfromthisAward. DATEDatLondon,Ontariothis21stdayofJune2013. ii==,=,=== •///I"\CfDsy¢esemp:oydJa///21JFrfond;onpubf;quedeIOnario SUPPORTSTAFFCLASSIFICATIONDATASHEET-LOCAL416 -iEmployee MarshaHaleSupervsor JamieBramburger #, CurrentPaybandEPaybandRequestedOSteward SandyGreenAnderson i Q FACTORUNION Reg/RecurringOccasional ILevel•IPointsLevelPoints 35 ":tA.Education3 lB.EducationI3 2.Experience.,3"54 3.Analysis/ProblemSolving378 °.Planning/Coordinating356 S.Guiding/Advising329 6.IndependenceofAction4II0 7,.ServiceDeliven/!22936 8.Communication378 9.PhyslcalEffort226 10.Audio/VisualEffort220 !11.WorkingEnvironment23839 Subtotals(a)(b) TotalPoints(a+b)571 ResultingPaybaridiG MANAGEMENT Reg!RecurringOccasional LevelPointsLevePointsLevelPoints 7>,..,73/ \%./3 _cb2Vt, 15I€ (),-h<4l(b)q.(a).(b).: ARBITRATOR Occasional LevelPoints "-,rbltratoMiClilreli•,•DateofArbitratlonMay10,2013*•ContinuedJune18,2013