Displaced Nurses Sample Clauses

Displaced Nurses. A displaced nurse working in a position different than the one held prior to the layoff shall not be considered on layoff, but will be eligible for recall rights for up to eighteen (18) months from commencement of displaced nurse status.
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Displaced Nurses. Displaced nurses shall not be considered on layoff but will be eligible for recall rights.
Sample 1Sample 2See All (4)
Displaced Nurses. A. A nurse who is not a successful priority bidder for an open position during the fourteen (14) business day notice period under Article 7.1.B or the first four (4) weeks of layoff shall have displacement rights as follows, within the fourteen (14) business day period subsequent to his/her completion of four (4) weeks layoff. B. The laid off nurse may displace the least senior nurse, regardless of status, in the Hospital. 1. RN1 nurses who have not bid into a position and supplemental nurses shall not be included in the displacement process. 2. Only status nurses will have displacement rights. Only nurses who are qualified may bump. Qualified means the ability to perform bumped position’s requirements within three (3) weeks’ orientation and training. 3. If more than one nurse has displacement rights at the same time, the Hospital will identify the same number of the least senior status nurse’s (Hospital- wide) seniority, without regard to shifts or nursing units, as those nurses being subject to displacement. a. The nurses with displacement rights will select positions to displace from among this identified group according to seniority. b. Nurses displaced by this procedure will not have priority bid or displacement rights. C. A nursing unit may not be subject to multiple displacements if patient care would be adversely affected, which shall be decided on a case-by-case basis. D. The parties will meet in advance of displacement situations to try to minimize problems and issues. E. If a laid off nurse chooses not to exercise such displacement rights, or cannot exercise them because of low seniority or any other reason, the nurse will remain on layoff status. F. During the four (4) week layoff period and the fourteen (14) business day period for the displacement procedure, the nurse may elect not to receive any vacation, holiday, or sick leave cash out for which they are eligible, if any. Such funds will be paid at any time during such period that the nurse requests, or alternatively, if no such request is made, shall be reinstated to the nurse when he/she returns to active work. There shall be no partial cash outs of such accrued benefits. G. The nursing units subject to the displacement process are the following: Medical, Post Surgical, PCU, and ACD. H. When a laid off nurse has displacement rights, the nurse must make, and communicate to the Hospital, a final and binding decision to exercise such rights or to stay on layoff within the first three (3) bus...
Sample 1
Displaced Nurses. A nurse who is not a successful priority bidder for an open position 4 during the fourteen (14) business day notice period under Article 7.1.B or the first 5 four (4) weeks of layoff shall have displacement rights as follows, within the 6 fourteen (14) business day period subsequent to his/her completion of four (4) 7 weeks layoff.
Sample 1
Displaced Nurses. 2 Displaced nurses may exercise these options in the following order: 3 1. A nurse laid off may choose to utilize available ETO in 4 lieu of layoff (layoff will occur after ETO is depleted). 5 2. A nurse temporarily working with an increased FTE 6 may revert to his/her previous FTE, when available. 7 3. A nurse may take a temporary, voluntary reduction in 8 FTE, when available. 9 4. A nurse may explore alternate work share 10 arrangements among nurses. Work share 11 arrangements must be agreed upon by those nurses 12 involved in the work share, Hospital Administration, 14 5. Fill a vacant position for which the nurse is qualified, 15 under normal bid rules, without the right to 16 displace/bump any other nurse, from among the list of 17 available positions to be provided by Human
Sample 1
Displaced Nurses. 24 Displaced nurses may exercise these options in the following order: 25 1. A nurse laid off may choose to utilize available ETO in lieu of 00 xxxxxx (xxxxxx will occur after ETO is depleted). 28 2. A nurse temporarily working with an increased FTE may 29 revert to his/her previous FTE, when available. 31 3. A nurse may take a temporary, voluntary reduction in FTE, 32 when available. 1 4. A nurse may explore alternate work share arrangements 2 among nurses. Work share arrangements must be agreed 3 upon by those nurses involved in the work share, Hospital 4 Administration, and the Association. 6 5. Fill a vacant position for which the nurse is qualified, under 7 normal bid rules, without the right to displace/bump any 8 other nurse, from among the list of available positions to be 9 provided by Human Resources. 11 6. If Nos. 1-5 above are not or cannot be utilized, the laid off 12 nurse may displace/bump the least senior nurse in the same 13 status code, or in a lower status code if the laid off RN so 14 chooses, in that work unit or another. The nurse displaced 15 by this process may also exercise such seniority 16 displacement rights, if any. To exercise such displacement 17 rights, an RN must be qualified in the new position, or 18 capable of becoming qualified, within six (6) weeks.
Sample 1
Displaced Nurses. Displaced nurses may exercise these options in the following order:
Sample 1
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Related to Displaced Nurses

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees. B) An employee performing visitation to clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. C) When the Employer is aware that a patient/resident/client has a history of violent behaviour, the Employer shall make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. In- services and/or instruction in caring for the violent patient will be provided by the Employer. D) The Employer will provide orientation and/or in-service which is necessary for the safe performance of work including universal precautions, the safe use of equipment, safe techniques for lifting and supporting patients/residents/clients and the safe handling of materials and products. The Employer will also make readily available information, manuals and procedures for these purposes. The Employer will provide appropriate safety clothing and equipment.

  • WORKPLACE FLEXIBILITY The employer must ensure that any Individual Flexibility Agreement (IFA) is genuinely agreed to by the employer and the employee and result in the employee being better off overall at the time the IFA is made than the employee would have been if no IFA had been agreed to. 8.1 Notwithstanding any other provision of the Agreement, the employer and an individual employee may agree to vary the application of certain terms of the Agreement to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary are the application of those permitted under Section 172 of the FW Act, and relates only to:- 8.1.1 arrangements for when work is performed; 8.1.2 salary sacrifice arrangements; 8.1.3 reduction in ordinary hours; and 8.1.4 are not unlawful terms under Section 194 of the FW Act. 8.2 The employer and the individual employee must have genuinely made the IFA without coercion or duress. An IFA can only be entered into after the individual employee has commenced employment with the employer. 8.3 The IFA between the employer and the individual employee must: 8.3.1 be confined to a variation in the application of one or more of the terms listed in Clause 8.1; and 8.4 The IFA between the employer and the individual employee must also: 8.4.1 be in writing, name the parties to the IFA and be signed by the employer and the individual employee and, if the employee is under eighteen (18) years of age, the employee’s parent or guardian; 8.4.2 state each term of the Agreement that the employer and the individual employee have agreed to vary; 8.4.3 detail how the application of each term has been varied by agreement between the employer and the individual employee;

  • Small and medium-sized enterprises 1. The Parties will promote a favourable environment for the development of the small and medium enterprises (SME) on the basis of strengthening of the relevant private and governmental bodies, as well as the exchange of experiences and good practices with the SME. 2. Cooperation shall include, among other subjects: (a) the designing and development of mechanisms to encourage partnership and productive chain linkage development; (b) development of human resources and management skills to increase the knowledge of the Chinese and Peruvian markets; (c) defining and developing methods and strategies for clusters development; (d) increasing access to information regarding mandatory procedures and any other relevant information for an SME exporter; (e) defining technological transference: programs oriented to transfer technological innovation to SME and to improve their productivity; (f) increasing access to information on technological promotion programs for SME and financial support and encouragement programs for SME; (g) supporting new exporting SME (sponsorship, credits and guarantees, seed capital); and (h) encouraging partnership and information exchange for SME financing institutions (credits, banks, guarantee organizations, seed capital firms). 3. Cooperation shall be developed, among other activities, through: (a) information exchange; (b) conferences, seminars, experts dialogue and training programs with experts; and (c) promoting contacts between economic operators, encouraging opportunities for industrial and technical prospecting.

  • Industrial Relations Training Leave Union Delegate/Employee Representative shall have access to industrial relations training in accordance with Appendix E hereof.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • Casual Labour 19.1.1 A casual employee is an employee employed on an occasional basis and whose work pattern is not regular and systematic. When a person is engaged for casual employment the employee will be informed in writing that the employee is to be employed as a casual, the job to be performed, the classification level, the actual or likely length of engagement including number of hours to be worked per week, and the relevant rate of pay. 19.1.2 A casual employee shall be entitled to all the applicable rates and conditions of employment prescribed in this Agreement except annual leave, personal leave, parental leave, jury service and public holidays. 19.1.3 On each occasion a casual employee is required to attend work the employee shall be entitled to payment for a minimum of four hours work plus the relevant fares and travel allowance. 19.1.4 A casual employee for working ordinary hours shall be paid 125 percent of the hourly rate prescribed in this Agreement for the employees’ classification. 19.1.5 A casual employee required to work overtime or weekend shall be entitled to the relevant penalty rates prescribed in this Agreement provided that: Where the relevant penalty rate is time and a half the employee shall be paid 175 percent of the hourly rate prescribed in this Agreement for the employee’s classification and where the relevant penalty rate is double time the employee shall be paid 225 percent of the hourly rate prescribed in this Agreement for the employee's classification. 19.1.6 A casual employee required to work on a public holiday shall be paid 275 percent of the hourly rate prescribed in this Agreement for the employee's classification. 19.1.7 Termination of all casual employment shall require one hours notice on either side or the payment or forfeiture of one hours pay, as the case may be.

  • Evacuation (1) If the Combatant Commander orders a mandatory evacuation of some or all personnel, the Government will provide assistance, to the extent available, to United States and third country national contractor personnel. (2) In the event of a non-mandatory evacuation order, unless authorized in writing by the Contracting Officer, the Contractor shall maintain personnel on location sufficient to meet obligations under this contract.

  • Smoking Persons working under Agreement shall adhere to local smoking policies. Smoking will only be permitted in posted areas or off premises.

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