Department Restructure Sample Clauses

Department Restructure. A department restructure is defined as the restructure of an existing department. The Hospital will notify the Union thirty (30) days in advance of a department restructure and the implementation of the change. The Union may request, and if so the Hospital will agree, to meet to discuss the implementation of the reorganization. The procedure will be as follows unless mutually agreed otherwise. The Hospital will determine the number of full-time and part-time FTEs by shift required for the new or restructured department. A list of the positions and work schedules in the new/restructured department, including any qualification requirements, will be posted in the department for at least ten (10) days. By the end of the posting period, each employee will submit to the Hospital a written list which identifies and ranks the employee’s preferences for all available positions (first to last). Based upon these preference lists, the Hospital will assign employees to positions within the employee’s prior classification in the new/restructured department based on seniority. If an employee does not have a position after the process outlined in paragraph B above, the displaced employee will then have the following options: The displaced employee may move into a casual position and retain seniority as it applies to other casual employees; or The displaced employee will be laid off from work. “Qualified to perform work of a position at the time of displacement” means that the employee is able to perform work with the orientation regularly provided to a new employee and does not require the Hospital to provide training for a position.

Department Restructure. In the event of a restructuring of an existing department or unit KVH will determine the number of regular full-time and regular part-time FTEs by shift and work period required for the new or restructured department. KVH will provide at least sixty (60) calendar days notice of such intended change, unless there is an emergency. In the case of an emergency, KVH will provide as much notice as is permissible under the circumstances. During the sixty (60) calendar day notice time frame, KVH will meet with the employees of the affected department(s) to discuss the reconfiguration of the FTEs and work periods in the department(s) and the new work schedules. Employees within a title may bid for the same FTE/same work period they had prior to the restructuring, based on seniority, providing skill, competence and ability are considered substantially equal in the opinion of KVH. The employer will post a seniority list in the affected department. If through this bid process an employee is unable to retain the same FTE/same work period he/she had prior to the restructuring, he/she may bump to other FTE/work period within the employee’s title based on seniority, providing skill, competence and ability are considered substantially equal in the opinion of KVH. If an employee is not assigned a position on the new or restructured department, the employee shall be considered to be laid off and shall have the options identified in Section 9.6 of this Article.

Department Restructure. A. A department restructure is defined as the restructure of an existing department.

Department Restructure. In the event of a merger of two (2) or more departments into a single department or a restructuring of an existing department, the Employer will determine the number of full-time and part-time FTEs by shift required for the new or restructured department. At least thirty (30) calendar days prior to implementing a merger and/or restructure, the Employer will meet with the Union and employees of the affected department(s) to discuss the reconfiguration of the FTEs in the department(s) and the new work schedules. A listing of the FTEs for each shift on the new/restructured department(s), including any qualification requirements, shall be posted in the department(s)/ appropriate Employer bulletin board(s) and website for at least seven (7) calendar days prior to implementation. Other vacant bargaining unit positions will also be posted in the department(s) appropriate Employer bulletin board(s) and website at that time. At the end of the posting period, each employee shall bid, by order of seniority, on any available position for which the employee is qualified. If there is no position available which is comparable to an employee’s most recently held position (i.e., different department, rate of pay, classification, FTE, or shift), the employee may decline reassignment and begin the layoff process in accordance with this Agreement.