Low Census Inconvenience Pay Sample Clauses

Low Census Inconvenience Pay. Nurses assigned a mandatory low census shall be notified a minimum of two hours in advance of each shift. In the event such notice is not given, the affected nurse shall receive two hours of inconvenience pay at the nurse’s base rate of pay. Should the Institute make a bona fide and documented attempt to notify the nurse of a mandatory low census two hours in advance but be unsuccessful in doing so, this pay provision shall not apply. It shall be the nurse’s responsibility to maintain a current telephone number listed with the nurse’s respective department. A nurse’s failure to do so shall excuse the Institute from the notification requirement provided herein.
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Low Census Inconvenience Pay. Nurses assigned a mandatory low census by management shall be notified a minimum of one and one half (1 1/2 ) hours in advance of their day shift and two hours in advance for evening and night shifts. Supplemental nurses and nurses scheduled for an extra shift that are cancelled by management shall be notified a minimum of one and one-half (1 1/2) hours in advance of each shift. In the event such notice is not given, the affected nurse shall receive two (2) hours of inconvenience pay at the nurse's regular rate of pay. Should the Medical Center make a bona fide attempt to notify the nurse of a cancellation of shift or assignment of a mandatory low census within the above-referenced time periods but is unsuccessful in doing so, this pay provision shall not apply. Voluntary low census inconvenience pay will be administered as follows:
Sample 1
Low Census Inconvenience Pay. Nurses assigned a mandatory low census shall be notified a minimum of two hours in advance of each shift. In the event such notice is not given, the affected nurse shall receive two hours of inconvenience pay at the nurse’s base rate of pay. Should SLR make a bona fide and documented attempt to notify the nurse of a mandatory low census two hours in advance but be unsuccessful in doing so, this pay provision shall not apply. It shall be the nurse’s responsibility to maintain a current telephone number listed with the nurse’s respective department. A nurse’s failure to do so shall excuse SLR from the notification requirement provided herein.
Sample 1
Low Census Inconvenience Pay. Assigning Mandatory Low Census/Cancellation of Supplemental/Extra Shifts:  The Employer will make a good faith effort to contact the employee two (2) hours before the beginning of their shift.  Two (2) hours of inconvenience pay will be paid at the employee's regular rate of pay if the employee is not given a minimum of one and one half hours (1.5) notification when assigned a mandatory low census for their day shift, or their supplemental or extra day shift is cancelled, and two (2) hours notification for their evening or night shift, or their supplemental or extra evening or night shift is cancelled.  Should the Medical Center make a bona fide attempt to notify the employee of assignment of a mandatory low census in advance in accordance with the time periods identified above, but is unsuccessful in doing so, this pay provision shall not apply.
Sample 1

Related to Low Census Inconvenience Pay

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  • Utilization of Sick Leave with Pay Temporary employees who have earned sick leave credits in their temporary appointment shall be eligible for sick leave for any period of absence from employment due to any of the following reasons: • illness; • bodily injury; • disability resulting from pregnancy; • necessity for medical or dental care; • if the employee is a victim of domestic violence, harassment, sexual assault, or stalking; or the parent or guardian of a minor child or dependent who is a victim of domestic violence, harassment, sexual assault or stalking, pursuant to ORS 659A.270 through 659A.290; • attendance at an employee assistance program; • exposure to contagious disease; • for the emergency repair of personal assistive devices which are medically necessary for the employee to perform assigned duties; • attendance upon members of the employee’s or the employee’s spouse’s immediate family, or the equivalent of each for domestic partners, (parent, wife, husband, children, brother, sister, grandmother, grandfather, grandchild, or another member of the immediate household) where the employee’s presence is required because of illness or death; • parental leave. The employee has the duty to insure that they make other arrangements, within a reasonable period of time, for the attendance upon children or other persons in the employee’s care. Certification of an attending physician or practitioner may be required by the Agency to support the employee’s claim for sick leave if the employee is absent in excess of seven (7) days, or if the Agency has evidence that the employee is abusing sick leave privileges. The Agency may also require such certificate from an employee to determine whether the employee should be allowed to return to work where the Agency has reason to believe that the employee’s return to work would be a health hazard to either the employee or to others. (See Section 4 for FMLA and OFLA.)

  • No Lay-Off to Compensate for Overtime An employee shall not be required to lay-off during regular hours to equalize any overtime worked.

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  • No Layoff to Compensate for Overtime Employees shall not be required to layoff during regular hours to equalize any overtime worked.

  • Continuous, Intermittent, and Reduced Work Schedule Leave All leave granted under this Article shall normally be for a continuous period of time for each incident. An employee shall be permitted to take intermittent leave or work on a reduced schedule to take care of a family member with a serious health condition or for his/her own serious health condition when it is medically necessary. Management may require the employee to transfer temporarily to an available alternative position with equivalent compensation for which the employee is qualified that accommodates recurring periods of leave better than the employee’s regular position. Employees who elect a part-time schedule shall receive prorated compensated time off benefits in accordance with Section 4.110 of the Los Angeles Administrative Code during the duration of their part-time schedule. In accordance with the California Family Rights Act (CFRA), leave for the birth, adoption or xxxxxx care placement of a child of an employee (“bonding” leave) does not have to be taken in one continuous period of time. Under CFRA, the basic minimum duration of bonding leave is two weeks, and on any two occasions an employee is entitled to such bonding leave for a time period of not less than one day but less than two weeks’ duration. Any other form of intermittent leave, or work on a reduced schedule, for the purpose of bonding leave shall only be permitted at the discretion of Management. Bonding leave must be concluded within one year of the birth or placement of the child.

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