Common use of Education/Professional Leave Clause in Contracts

Education/Professional Leave. Nurses may be allowed up to forty-eight (48) hours of paid educational professional leave per fiscal year (This amount will be prorated for part-time employees, .9 FTE nurses who work twelve (12) hour shifts shall be treated as full-time nurses for purposes of this section); provided, however, such leave shall be subject to budgetary considerations, scheduling requirements of the Employer and approval by the Director of Nursing Operations Clinical Service of the subject matter to be studied. Where the Hospital intends to deny a substantial amount of educational leave for budgetary reasons, the Hospital will, upon request, present the budgetary reasons in Conference Committee and will discuss alternatives to the denial of educational leave. Programs enhancing the professional growth of a nurse at the Hospital and participation in meetings of nursing or nursing related organizations will be considered for the use of professional/educational leave. As between employees who request it, educational/professional leave shall be approved in an equitable manner. Beginning upon ratification, the Hospital will provide two hundred dollars ($200.00) per bargaining unit nurse FTE at the beginning of each fiscal year. From the beginning of the fiscal year through the end of February of the following year, each nurse shall be guaranteed up to two hundred dollars ($200.00) (pro-rated for part-time nurses) to pay for educational/professional leave-related expenses such as registration fees, travel expenses, etc. Nurses who prior to the end of February, have a request approved for the use of guaranteed education support money after the end of February shall have that money set aside for such use and it will not be pooled as outlined below. Effective March 1st, the unspent portion of the two hundred dollars ($200.00) shall be pooled on a hospital-wide basis. From March 1st through the end of the fiscal year (June 30th), the fund shall be allocated on a first-come, first served basis with conflicts resolved by seniority. There shall be an annual (fiscal) maximum usage of three hundred dollars ($300.00) per full-time nurse, which includes the two hundred dollars ($200.00) annual educational/professional leave expense allocation plus up to an additional one hundred dollars ($100.00) of pooled funds.

Education/Professional Leave. Nurses may be allowed up to forty-eight (48) hours of paid educational professional leave per fiscal year (This this amount will be prorated for part-time employees, .9 FTE nurses who work twelve (12) hour shifts shall be treated as full-time nurses for purposes of this section); provided, however, such leave shall be subject to budgetary considerations, scheduling requirements of the Employer and approval by the Director of Nursing Operations Clinical Service of the subject matter to be studied. Where the Hospital intends to deny a substantial amount of educational leave for budgetary reasons, the Hospital will, upon request, present the budgetary reasons in Conference Committee and will discuss alternatives to the denial of educational leave. Programs enhancing the professional growth of a nurse at the Hospital and participation in meetings of nursing or nursing related organizations will be considered for the use of professional/educational leave. As between employees who request it, educational/professional leave shall be approved in an equitable manner. Beginning upon ratification, the Hospital will provide two hundred dollars ($200.00) per bargaining unit nurse FTE at the beginning of each fiscal year. From the beginning of the fiscal year through the end of February of the following year, each nurse shall be guaranteed up to two hundred dollars ($200.00) (pro-rated for part-time nurses) to pay for educational/professional leave-related expenses such as registration fees, travel expenses, etc. Nurses who prior to the end of February, have a request approved for the use of guaranteed education support money after the end of February shall have that money set aside for such use and it will not be pooled as outlined below. Effective March 1st, the unspent portion of the two hundred dollars ($200.00) shall be pooled on a hospital-wide basis. From March 1st through the end of the fiscal year (June 30th), the fund shall be allocated on a first-come, first served basis with conflicts resolved by seniority. There shall be an annual (fiscal) maximum usage of three hundred dollars ($300.00) per full-time nurse, which includes the two hundred dollars ($200.00) annual educational/professional leave expense allocation plus up to an additional one hundred dollars ($100.00) of pooled funds.a

Education/Professional Leave. Nurses may be allowed up to forty-eight (48) hours of paid educational professional leave per fiscal year (This this amount will be prorated for part-time employees, .9 FTE nurses who work twelve (12) hour shifts shall be treated as full-time nurses for purposes of this section); provided, however, such leave shall be subject to budgetary considerations, scheduling requirements of the Employer and approval by the Director of Nursing Operations Clinical Service of the subject matter to be studied. Where the Hospital Employer intends to deny a substantial amount of educational leave for budgetary reasons, the Hospital Employer will, upon request, present the budgetary reasons in Conference Committee and will discuss alternatives to the denial of educational leave. Programs enhancing the professional growth of a nurse at the Hospital and participation in meetings of nursing or nursing related organizations will be considered for the use of professional/educational leave. As between employees who request it, educational/professional leave shall be approved in an equitable manner. Beginning upon ratification, the Hospital Employer will provide two hundred dollars ($200.00) per bargaining unit nurse FTE at the beginning of each fiscal year. From the beginning of the fiscal year through the end of February of the following year, each nurse shall be guaranteed up to two hundred dollars ($200.00) (pro-rated for part-time nurses) to pay for educational/professional leave-related expenses such as registration fees, travel expenses, etc. Nurses who prior to the end of February, have a request approved for the use of guaranteed education support money after the end of February shall have that money set aside for such use and it will not be pooled as outlined below. Effective March 1st, the unspent portion of the two hundred dollars ($200.00) shall be pooled on a hospital-wide basis. From March 1st through the end of the fiscal year (June 30th), the fund shall be allocated on a first-come, first served basis with conflicts resolved by seniority. There shall be an annual (fiscal) maximum usage of three hundred dollars ($300.00) per full-time nurse, which includes the two hundred dollars ($200.00) annual educational/professional leave expense allocation plus up to an additional one hundred dollars ($100.00) of pooled funds.

Education/Professional Leave. Nurses may be allowed up to forty-eight (48) hours of paid educational professional leave per fiscal year (This this amount will be prorated for part-time employees, .9 FTE nurses who work twelve (12) hour shifts shall be treated as full-time nurses for purposes of this section); provided, however, such leave shall be subject to budgetary considerations, scheduling requirements of the Employer and approval by the Director of Nursing Operations Clinical Service of the subject matter to be studied. Where the Hospital Employer intends to deny a substantial amount of educational leave for budgetary reasons, the Hospital Employer will, upon request, present the budgetary reasons in Conference Committee and will discuss alternatives to the denial of educational leave. Programs enhancing the professional growth of a nurse at the Hospital and participation in meetings of nursing or nursing related organizations will be considered for the use of professional/educational leave. As between employees who request it, educational/professional leave shall be approved in an equitable manner. Beginning upon ratification, the Hospital Employer will provide two hundred dollars ($200.00) per bargaining unit nurse FTE at the beginning of each fiscal year. From the beginning of the fiscal year through the end of February of the following year, each nurse shall be guaranteed up to two hundred dollars ($200.00) (pro-rated for part-time nurses) to pay for educational/professional leave-related expenses such as registration fees, travel expenses, etc. Nurses who prior to the end of February, have a request approved for the use of guaranteed education support money after the end of February shall have that money set aside for such use and it will not be pooled as outlined below. Effective March 1st, the unspent portion of the two hundred dollars ($200.00) shall be pooled on a hospital-wide basis. From March 1st through the end of the fiscal year (June 30th), the fund shall be allocated on a first-come, first served basis with conflicts resolved by DocuSign Envelope ID: 7A2E88B3-887C-44BD-9867-3BAB752CD688 seniority. There shall be an annual (fiscal) maximum usage of three hundred dollars ($300.00) per full-time nurse, which includes the two hundred dollars ($200.00) annual educational/professional leave expense allocation plus up to an additional one hundred dollars ($100.00) of pooled funds.

Education/Professional Leave. Nurses may be allowed up to forty-eight (48) hours of paid educational professional leave per fiscal year (This this amount will be prorated for part-time employees, .9 FTE nurses who work twelve (12) hour shifts shall be treated as full-time nurses for purposes of this section); provided, however, such leave shall be subject to budgetary considerations, scheduling requirements of the Employer and approval by the Director of Nursing Operations Clinical Service of the subject matter to be studied. Where the Hospital Employer intends to deny a substantial amount of educational leave for budgetary reasons, the Hospital Employer will, upon request, present the budgetary reasons in Conference Committee and will discuss alternatives to the denial of educational leave. Programs enhancing the professional growth of a nurse at the Hospital and participation in meetings of nursing or nursing related organizations will be considered for the use of professional/educational leave. As between employees who request it, educational/professional leave shall be approved in an equitable manner. Beginning upon ratification, the Hospital Employer will provide two hundred dollars ($200.00) per bargaining unit nurse FTE at the beginning of each fiscal year. From the beginning of the fiscal year through the end of February of the following year, each nurse shall be guaranteed up to two hundred dollars ($200.00) (pro-rated for part-time nurses) to pay for educational/professional leave-related expenses such as registration fees, travel expenses, etc. Nurses who prior to the end of February, have a request approved for the use of guaranteed education support money after the end of February shall have that money set aside for such use and it will not be pooled as outlined below. Effective March 1st, the unspent portion of the two hundred dollars ($200.00) shall be pooled on a hospital-wide basis. From March 1st through the end of the fiscal year (June 30th), the fund shall be allocated on a first-come, first served basis with conflicts resolved by seniority. There shall be an annual (fiscal) maximum usage of three hundred dollars ($300.00) per full-time nurse, which includes the two hundred dollars ($200.00) annual educational/professional leave expense allocation plus up to an additional one hundred dollars ($100.00) of pooled funds.funds.‌

Education/Professional Leave. Nurses may be allowed up to forty-eight (48) hours of paid educational professional leave per fiscal year (This this amount will be prorated for part-time employees, .9 FTE nurses who work twelve (12) hour shifts shall be treated as full-time nurses for purposes of this section); provided, however, such leave shall be subject to budgetary considerations, scheduling requirements of the Employer and approval by the Director of Nursing Operations Clinical Service of the subject matter to be studied. Where the Hospital intends to deny a substantial amount of educational leave for budgetary reasons, the Hospital will, upon request, present the budgetary reasons in Conference Committee and will discuss alternatives to the denial of educational leave. Programs enhancing the professional growth of a nurse at the Hospital and participation in meetings of nursing or nursing related organizations will be considered for the use of professional/educational leave. As between employees who request it, educational/professional leave shall be approved in an equitable manner. Beginning upon ratification, the Hospital will provide two hundred dollars ($200.00) per bargaining unit nurse FTE at the beginning of each fiscal year. From the beginning of the fiscal year through the end of February of the following year, each nurse shall be guaranteed up to two hundred dollars ($200.00) (pro-rated for part-time nurses) to pay for educational/professional leave-related expenses such as registration fees, travel expenses, etc. Nurses who prior to the end of February, have a request approved for the use of guaranteed education support money after the end of February shall have that money set aside for such use and it will not be pooled as outlined below. Effective March 1st, the unspent portion of the two hundred dollars ($200.00) shall be pooled on a hospital-wide basis. From March 1st through the end of the fiscal year (June 30th), the fund shall be allocated on a first-come, first served basis with conflicts resolved by seniority. There shall be an annual (fiscal) maximum usage of three hundred dollars ($300.00) per full-time nurse, which includes the two hundred dollars ($200.00) annual educational/professional leave expense allocation plus up to an additional one hundred dollars ($100.00) of pooled funds.