Right now, the only way to push back on excessive workloads is to file a grievance. But it’s unclear what constitutes “excessive,” and all of the current contractual definitions can only be identified after you’ve already been working more than you’re paid to—there are no proactive metrics to address workplace changes that might cause excessive workloads before it’s too late. Plus, standards vary across departments. We have to count on our supervisor not giving us unreasonable or excessive workloads out of the goodness of their hearts.
Essentially, even with the option to file a grievance, there is no clear process in place to address and prevent excessive workloads from happening in the first place.
