- The Government of the Northwest Territories (GNWT) supports the development of innovative work arrangements that are beneficial to both the employee and the Government.
- Job sharing allows the Government to have the advantage of the experience and skills of employees who want to work reduced time. It may reduce employee turnover and provide the Government with employees who have higher morale, enthusiasm and job satisfaction.
- Job sharing allows employees flexibility in work schedules to fit their individual needs. Job sharing provides employees with a better balance between work and other activities. This will result in higher job satisfaction, productivity, and opportunities for mutual support, learning and encouragement on the job.
- These guidelines and procedures apply to employees in the Union of Northern Workers (UNW) bargaining unit working in hospitals or health care facilities.
Employees in the UNW bargaining unit not working in hospitals or health care facilities refer to Section 502e Job Share Employees.
- Job Sharing is a voluntary arrangement between the Government and two employees of Government hospitals and health care facilities. Two employees agree to share the responsibilities and tasks of a full-time job. Each works for separate periods.
- Job Share Employee is an indeterminate Government employee who has entered into a voluntary agreement with the Government. Two employees share one full-time indeterminate job. There are two types of job share employees; job share employee extended and job share employee part-time.
- Job Share Employee Extended is an indeterminate employee who has entered into a voluntary arrangement in which two employees share one full-time indeterminate job in such a manner that each attends in the position for separate extended periods of time of three months or more. Such employees shall be treated for the purpose of receipt of benefits as seasonal employees.
- Job Share Employee Part-time is an indeterminate employee who has entered into a voluntary arrangement in which two employees share a full-time indeterminate job in such a manner that each attends in the position in any form of rotation of up to two weeks on and two weeks off; such employees shall be treated for the purpose of receipt of benefits as part-time employees.
- The breaks between each period of job share service shall not interrupt the accumulation of "continuous employment" and "continuous service" with the GNWT, but will not be included in the calculation of “continuous employment” and “continuous service.”
- A job share employee extended is considered a seasonal employee for the purpose of administering benefits.
- Instead of annual leave, a job share employee extended is entitled to vacation pay at a percentage of earnings every pay period. The applicable percentage is dependent on continuous service and previous completed years of service as follows:
- 0-2 years – 6%
- 2-15 years – 8%
- 15-20 years – 10%
- 20+ years – 12%
- A job share employee part-time is considered a part-time employee for the purpose of administering benefits.
- A job share employee part-time is entitled to earn annual leave according to hours worked.
- Job share employees are entitled to removal benefits on initial hire and when resigning, unless they receive travel assistance to return to the point of hire and back to the community of employment after each rotation. Transportation costs include meals and interim lodging en route, plus the cost for shipment of 500 pounds of luggage for the job share employee and each dependant.
For the purpose of this clause only, a rotation is considered to be the move to the place of employment and the move from the place of employment before and after each period of job share service.
- Job share employees are entitled to the northern allowance approved for the community in which they are employed. The amount is pro-rated to an hourly rate, up to a maximum of the normal weekly hours of work for their classification group.
- Job share employees are entitled to the annual special allowance defined in the collective agreement. The benefit is for each job share employee according to the period of job sharing. The benefit is pro-rated in accordance with the hours worked including authorized leave.
- Job share employees are entitled to special clinical preparation as defined in the collective agreement.
- Pay increments are applied upon completion of 1950 hours, excluding overtime.
- Each job share employee extended has a rotation of three to six months. The employees agree on the rotation. One job share employee extended covers the position at all times. The rotation must be scheduled to allow for adequate change over. The change over is for no greater than one week. The rotation is not imposed or changed by the Employer.
- Each job share employee part-time has a rotation posted.
- If a job share employee extended is unable to report for a rotation, for whatever reason, the other job share employee extended must cover for a maximum of one month. The Employer finds a replacement for the remainder of the rotation. A job share employee extended who misses a second consecutive rotation is deemed to have ended participation in the job share agreement.
- If one job share employee ends participation, there is one month to find a replacement before the job share arrangement is ended. During this period the Government makes reasonable efforts to fill the vacant rotation. The Employer considers any suitable replacement employee recommended by the remaining job share employee. Failing this, the job share arrangement is deemed to be ended. The share position must revert to a full time indeterminate position. The remaining job share employee has the option to assume the position full-time.
- An employee who wishes to end participation in a job share arrangement must give one-month notice of resignation from the Territorial public service.
- Two indeterminate employees of hospitals or health care facilities who wish to job share must apply in writing to the supervisor of the position.
- The supervisor recommends acceptance of the job share arrangement to the Deputy Head.
- The Deputy Head decides whether the job share arrangement will be implemented. The decision is based on the operational requirements of all units.
- The employees are notified in writing of the decision of the Deputy Head.
- The Department of Human Resources completes the job-share agreement for signature by the employees.
Main Collective Agreement with UNW
Memorandum of Agreement, Job Share
Appendix A10, Health Care Workers