Hospital Staffing Committee Sample Clauses

Hospital Staffing Committee. Effective January 1, 2024, he parties established Nurse Staffing Committee (NSC) has been converted to a Hospital Staffing Committee (HSC), in accordance with state law. The HSC shall be responsible for those activities required of it under applicable state law, including: 1. Development and oversight of an annual patient care unit and shift-based hospital staffing plan for Registered Nurses, Licensed Practical Nurses, Certified Nursing Assistant, and unlicensed assistive personnel providing direct patient care based on the needs of the patients. 2. Semi-annual review and evaluation of the effectiveness of the staffing plan against patient needs and known evidence based staffing information, including nurse sensitive quality indicators collected by the hospital. 3. Review, assessment, and response to staffing variations, concerns, or complaints presented to the committee. The Association will determine how the Registered Nurse Members of the NSC will be selected, including three (3) designated alternate members. At least 50% of the nursing staff members of the HSC must be chosen by the Association in its capacity as the collective bargaining representative for registered nurses at the Medical Center, and at no time shall fewer than six (6) registered nurses occupy voting seats on the Committee. The CNO and Chief Financial Officer (CFO), or designee, will attend all meetings. Attendance at HSC meetings by appointed committee members will be on paid time at the RN’s regular rate of pay and RNs shall be relieved of all other work duties during meetings. A WSNA staff representative may attend. HSC meetings will be held at least monthly. The committee shall produce the annual hospital nurse staffing plan in accordance with Washington law. The Medical Center shall adopt any staffing plan approved by the Committee by a 50%+1 majority vote that includes at least one bargaining unit nurse. Should the committee have any disagreements with the proposed staffing plan, the process as outlined in Washington law shall be followed. No RN shall be counseled, disciplined and/or discriminated against for making any report or complaint to the HSC. The CEO will review and approve the hospital staffing plan, in accordance with Washington law.
Sample 1Sample 2
AutoNDA by SimpleDocs
Hospital Staffing Committee. The Hospital Staffing Committee will be constituted and meet in accordance with state law and ensure committee members have 30 days’ notice of meetings with a minimum of 7 days’ notice for any meeting that falls outside of the standard meeting frequency. The Chief Human Resource Officer will attend quarterly. Decisions made and action items from the meetings will be kept and shall be available to all RNs and the union representative. For the life of this Agreement, the parties agree that the following will be agenda items for the Committee meetings during the year:
Sample 1
Hospital Staffing Committee. A Hospital Staffing Committee will be established and maintained in accordance with state law. The Hospital Staffing Committee will have the discretion to form Staffing Subcommittees to provide proposed solutions and action plans to address recurring staffing issues as identified by the review of CSIs by the Hospital Staffing Committee. The Hospital Staffing Committee will adopt a charter, as needed, with assistance from the DOH and L&I that includes the following:
Sample 1
Hospital Staffing Committee. A Hospital Staffing Committee shall be established. The committee will be advisory only and will not discuss matters subject to collective bargaining and other Union matters.
Sample 1
Hospital Staffing Committee. A designated committee member will 3 actively participate in the Hospital staffing committee to review and 4 resolve issues and concerns with staffing plans, patterns, acuity of 5 patients, and staff reports. If an individual nurse has a concern related 6 to staffing on the nurse's department, the nurse should discuss the 7 matter with his or her charge nurse or department leadership. The 8 nurse will complete a staffing incident report and give the completed 9 report to his or her immediate supervisor. The charge nurse, 10 supervisors/managers/directors, or house supervisor will send the 11 report to the Bend staffing committee. Within fourteen (14) days after 12 Bend staffing committee receives a staffing incident report completed 13 and submitted by a nurse, the Hospital will acknowledge receipt of the 14 report to the nurse who submitted it and to the Bend staffing 15 committee. The original report will be sent to the committee for review. 16 The Bend staffing committee will return the report to the staffing office 17 for filing. As with any quality record, the committee will protect the 18 confidentiality of the information contained in any staffing incident 19 report it receives. If the nurse has requested follow-up, a member of 20 the department leadership team will notify the nurse of the outcome of 21 the review. Staffing incident reports are screened by the Bend staffing 22 committee, as well as scheduling, and acuity 23 supervisors/managers/directors and, if necessary, returned to 24 department leadership for additional information. Trends related to 25 staffing incident reports will be reviewed by the Bend staffing 26 committee. Staffing plan compliance concerns will be reviewed by the 27 Bend staffing committee within forty-five (45) days of the complaint.
Sample 1
Hospital Staffing Committee. As a result of the parties meeting to discuss the changes to the Second Engrossed Substitute Senate (2ESSB) Bill 5236 and its affect upon the Hospital Staffing Committee at facilities within the Department of Social and Health Services (DSHS), Behavioral Health Administration (BHA): Eastern State Hospital (ESH), Child Study and Treatment Center (CSTC) and Western State Hospital (WSH), including union represented participants on the committee to include members of the Washington Federation of State Employees (WFSE) such as Licensed Practical Nurses and unlicensed assistive nursing personnel that are non-supervisory or nonmanagerial. The Employer and Union strongly support the proposition that adequate staffing and an appropriately trained staff are necessary to meet the needs of our patients and provide quality care. Both the Employer and Union will work to ensure that state hospitals as defined in RCW 72.23.010 and 020 are staffed according to best practices in providing a safe and healthy environment for patients and staff. The Employer and Union agree to establish a process to promote evidence-based staffing at each DSHS/BHA State hospital in compliance with RCW 70.41.420 and will continue to meet the requirements of RCW 70.41.420. Accordingly, the parties have agreed to the following:
Sample 1

Related to Hospital Staffing Committee

  • Hospital-Association Committee (a) There shall be a Hospital-Union Committee comprised of representatives of the Hospital, one of whom shall be the Chief Nursing Officer or designate and of the Union, one of whom shall be the Bargaining Unit President or designate. The number of representatives is set out in the Appendix of Local Provisions and the membership of the Committee may be expanded by mutual agreement. (b) The Committee shall meet every two (2) months unless otherwise agreed and as required under Article 8.01 (a) (iv). The duties of chair and secretary shall alternate between the parties. Where possible, agenda items will be exchanged in writing at least five (5) calendar days prior to the meeting. A record shall be maintained of matters referred to the Committee and the recommended disposition, if any, unless agreed to the contrary. Copies of the record shall be provided to Committee members. (c) The purpose of the Committee includes: i) promoting and providing effective and meaningful communication of information and ideas, including but not limited to workload measurement tools and the promotion of best practices. Such communication may include discussion of nursing workload measurement and patient acuity systems. The Hospital will provide, upon request, information on workload measurement systems applicable to nursing currently used by the Hospital, and evaluations completed by the Hospital of such systems. ii) reviewing professional responsibility complaints with a view to identifying trends and sharing organizational successes and solutions, making joint recommendations on matters of concern including the quality and quantity of nursing care and discussing the development and implementation of quality initiatives; iii) making joint recommendations to the Chief Nursing Officer on matters of concern regarding recurring workload issues including the development of staffing guidelines, the use of agency nurses and use of overtime; iv) dealing with complaints referred to it in accordance with the provisions of Article 8, Professional Responsibility; v) discussing and reviewing matters relating to orientation and in- service programs; vi) promote the creation of full-time positions for nurses, and discuss the effect of such changes on the employment status of the nurses. This may include the impact, if any, on part-time and full-time, job sharing and retention and recruitment. (d) The Hospital agrees to pay for time spent during regular working hours for representatives of the Union attending at such meetings. (e) Where a Committee representative designated by the Union attends Committee meetings outside of her or his regularly scheduled hours, she or he will be paid for all time spent in attendance at such meetings at her or his regular straight time hourly rate of pay. Such payment shall be limited to two (2) Committee representatives per meeting.

  • Operating Committee the Consortium’s managing body, composed of representatives of the Manager and the Contractors, pursuant to Annex XI.

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

  • LABOR/MANAGEMENT COMMITTEES A. Statewide

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!