Advanced Clinician/Practitioner. An Advanced Clinician/Practitioner will demonstrate all of the following: a) Maintain a clinical caseload. b) Exercise significant professional judgement based on a detailed knowledge of work unit, Agency, and/or SA Health Local Health Network, SA Health Statewide Service, industry and/or State-wide initiatives. c) Develop and/or apply discipline principles and new technology and/or knowledge of crucial work which can encompass a single discipline or a variety of disciplines. d) Make a significant contribution towards the development and achievement of the strategic directions of the Agency and the region and/or SA Health Local Health Network, SA Health Statewide Service. These contributions may extend to the State or the Nation. e) Make independent decisions related to a wide area of expert practice in their field across a zone and/or region and/or SA Health Local Health Network, and/or SA Health Statewide Service and will be responsible for outcomes for clients and the organisation from the practice of other health professionals and staff. f) Require expert specialist knowledge of contemporary methods, principles and practice and skills across client groups and work areas.

Advanced Clinician/Practitioner. An Advanced Clinician/Practitioner will: a) Maintain a clinical caseload. b) Exercise significant professional judgement based on a detailed knowledge of work unit, Agency, industry and/or State-wide initiatives. c) Develop and/or apply discipline principles and new technology and/or knowledge of crucial work which can encompass a single discipline or a variety of disciplines. d) Make a significant contribution towards the development and achievement of the strategic directions of the Agency and the region. These contributions may extend to the State or the Nation. e) Make independent decisions related to a wide area of expert practice in their field across a zone and/or region and will be responsible for outcomes for clients and the organisation from the practice of other health professionals and staff. f) Require expert specialist knowledge of contemporary methods, principles and practice and skills across client groups and work areas.

Advanced Clinician/Practitioner. An Advanced Clinician/Practitioner will demonstrate all of the following:

Advanced Clinician/Practitioner. An Advanced Clinician/ Practitioner will: • Maintain a clinical caseload. • Exercises significant professional judgement based on a detailed knowledge of work unit, Calvary Healthcare Adelaide, industry and/or State-wide initiatives. • Develop and/or applies discipline principles and new technology and/or knowledge of crucial work which can encompass a single discipline or a variety of disciplines. Makes a significant contribution towards the development and achievement of the strategic directions of CHCA, the State and/or Nation. • Makes independent decisions related to area wide expert practice in their field across CHCA, the State and/or Nation and will be responsible for outcomes for clients and the organisation from the practice of other health professionals and staff. • Requires expert specialist knowledge of contemporary methods, principles and practice and skills across client groups and work areas. • Provides professional I clinical supervision to other health professionals, students and/or other technical, operational and support staff. May Include • Co-ordinate, promote and participate in research projects relevant to discipline or HP evidence based practice and I or service improvement. • Co-ordinate discipline specific and I or Inter-professional Learning clinical placements. • Oversight and co-ordination of relevant HPs. • Co-ordinate continuing professional development for HPs. • Maintain a clinical caseload commensurate with education and research responsibilities.

Advanced Clinician/Practitioner. An Advanced Clinician/Practitioner will demonstrate all of the following: Maintain a clinical caseload. Exercise significant professional judgement based on a detailed knowledge of work unit, Agency, and/or SA Health Local Health Network, SA Health Statewide Service, industry and/or State-wide initiatives. Develop and/or apply discipline principles and new technology and/or knowledge of crucial work which can encompass a single discipline or a variety of disciplines. Make a significant contribution towards the development and achievement of the strategic directions of the Agency and the region and/or SA Health Local Health Network, SA Health Statewide Service. These contributions may extend to the State or the Nation. Make independent decisions related to a wide area of expert practice in their field across a zone and/or region and/or SA Health Local Health Network, and/or SA Health Statewide Service and will be responsible for outcomes for clients and the organisation from the practice of other health professionals and staff. Require expert specialist knowledge of contemporary methods, principles and practice and skills across client groups and work areas. Provide professional/clinical supervision to other health professionals, students and/or other technical, operational and support staff.

Related to Advanced Clinician/Practitioner

Health Promotion and Health Education Both parties to this Agreement recognize the value and importance of health promotion and health education programs. Such programs can assist employees and their dependents to maintain and enhance their health, and to make appropriate use of the health care system. To work toward these goals:
Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.
Medi Cal/daily service logs and notes and other documents used to record provision of services provided by instructional assistants, behavior intervention aides, bus aides, and supervisors
Medical Verification The Town may require medical verification of an employee’s absence if the Town perceives the employee is abusing sick leave or has used an excessive amount of sick leave. The Town may require medical verification of an employee’s absence to verify that the employee is able to return to work with or without restrictions.
Medical Care and Emergency Leave An employee is entitled to a leave of absence without pay because of any of the following: 1. A personal illness, injury or medical emergency. 2. The death, illness, injury or medical emergency of an individual described in this Article. 3. An urgent matter that concerns an individual described in this Article. For the purposes of this Article, the individuals referred to in this Article are: - the employee’s spouse - a parent, step-parent or xxxxxx parent of the employee or the employee’s spouse - a child, step-child or xxxxxx child of the employee or the employee’s spouse - a grandparent, step-grandparent, grandchild or step-grandchild of the employee or of the employee’s spouse - the spouse of a child of the employee - the employee’s brother or sister - a relative of the employee who is dependent on the employee for care or assistance. An employee who wishes to take leave under this section shall advise his or her Hospital that he or she will be doing so. If the employee must begin the leave before advising the Hospital, the employee shall advise the Hospital of the leave as soon as possible after beginning it. An employee is entitled to take a total of 10 days’ leave under this section each year. If an employee takes any part of a day as leave under this section, the Hospital may deem the employee to have taken one day’s leave on that day for the purposes of this Article. The Hospital may require an employee who takes leave under this section to provide evidence reasonable in the circumstances that the employee is entitled to the leave. Upon the conclusion of an employee’s leave under this Article, the Hospital shall reinstate the employee to the position the employee most recently held with the Hospital, if it still exists, or to a comparable position, if it does not.
Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.
Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.
Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.
HEALTH PROGRAM 3701 Health examinations required by the Employer shall be provided by the Employer and shall be at the expense of the Employer. 3702 Time off without loss of regular pay shall be allowed at a time determined by the Employer for such medical examinations and laboratory tests, provided that these are performed on the Employer’s premises, or at a facility designated by the Employer. 3703 With the approval of the Employer, a nurse may choose to be examined by a physician of her/his own choice, at her/his own expense, as long as the Employer receives a statement as to the fitness of the nurse from the physician. 3704 Time off for medical and dental examinations and/or treatments may be granted and such time off, including necessary travel time, shall be chargeable against accumulated income protection benefits.
Orally Administered Anticancer Medication In accordance with RIGL § 27-20-67, prescription drug coverage for orally administered anticancer medications is provided at a level no less favorable than coverage for intravenously administered or injected cancer medications covered under your medical benefit.

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